Satisfied Employees are literally the glue that holds the organization together!
Employee engagement is absoluetely important. It would never be late to invest in the happiness of your employees.
For employees to be engaged, they need to feel like they’re part of a team. In a big organization, where the leaders may rarely ever get to meet those lower on the hierarchy, this is tough.
This is where the immense power of the employee survey can be put to use. No matter what the size of your organization, you can gather insights about your company from your employees, and course-correct if needed.
Employee opinion surveys can make your workforce feel heard, and that is no small task. Companies that take employee engagement seriously must embrace employee surveys.
5 Employee Surveys You Should Be Conducting Regularly
There are many different kinds of surveys that you can have your employees take. But we all know that taking surveys isn’t the most exciting activity. That is unless you’re taking a SurveySparrow survey, which feels like a seamless experience and even guarantees 40% more responses. But we digress.
Coming back to the point, you don’t want to overwhelm employees with long, tedious surveys. That is why we’ve picked out 5 of the most important employee surveys that you need to conduct. Making sure you take these surveys will change how you manage your employee experience.
1. Onboarding Employee Survey
First impressions last. This is an interview tip given often to job applicants. It is, however, equally relevant in the employee onboarding process. Any company that takes onboarding seriously must conduct an onboarding survey.
Importance of the Onboarding Process
According to a study by Harvard Business Review, 33% of job starters look for a new job within six months of starting. That’s not a very encouraging statistic. Onboarding has a big influence on an employee’s mindset towards an organization. Sometimes it even determines if they stay or leave.
🚫 Hammers don’t build houses 🔨
✅ People do 🙋🏻♀️
— Culture Amp (@CultureAmp) May 21, 2019
Leaders are busier than ever. At big organizations, managers don’t have as much time as they need to pay attention to employee experience. They don’t have the resources to make the company a welcoming space for new employees. This is a big challenge.
Why You Need A Good Onboarding Employee Survey
A good onboarding survey can give you insights about employee experience as they start their jobs at your company. Do they feel welcomed? Did the orientation process help them with everything they need?
It is a significant project to get new employees up to speed. Ignoring employee satisfaction with onboarding often leads to management stress later on. An onboarding survey helps you find out what’s working, and what isn’t.
The onboarding employee survey also helps you find out what your employees’ first impressions are of the company. A pair of fresh eyes notices things that other, more seasoned employees don’t. Have they met with an unexpected situation? Are they comfortable with the work culture?
An onboarding survey helps you find this out. It also goes a long way in showing new employees that you care about their experience at your firm.
Questions To Ask In an Onboarding Employee Survey
An onboarding survey is a great opportunity to get to know the thoughts and concerns of new employees. This is why you must pick your questions carefully. Using this survey, you want to measure the quality of your onboarding process.
Alongside this, you also want to know if your new employee is satisfied, or has some concerns you could address.
Here are some questions to ask in an onboarding employee survey –
- How well do you understand your role and the responsibilities that come with it?
- How accurately was the role described to you in the recruiting process?
- Do you know who to reach out to in case you face any problems?
- How happy or unhappy are you with this company as a place to work?
- How useful have role-based conversations with your manager been?
2. Exit Employee Survey
If onboarding is an important part of employee experience, offboarding is an even more important part of it. It sounds confusing, but it’s true. Exit employee surveys are really important to employee experience management. Here’s why.
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Why You Need An Exit Survey
When an employee exits a company, it is hopefully a good departure. If it is, you should know what you’re doing right. If not, you should definitely know what you’re doing wrong. A big part of employee experience management is to find out how they feel when they’re leaving. Exit employee surveys help you with that.
We know by now that retaining employees gives your company a competitive advantage. Companies that have a high exit rate also have low performance overall. No surprises there. But it is tricky to figure out what makes for satisfied employees who stay on with your company. Each time someone leaves is a precious opportunity to find out why.
When an employee is offboarding, they can still be really helpful to your organization. They can tell you what parts of the work culture are great. If there are any problematic elements, employees can warn you about those too.
If a manager, in particular, is creating bad employee experiences, you should be in the know. An exit employee survey is an opportunity to find all that out.
Beyond that, exit surveys also help you prepare better for the exit interview. You already have an initial idea regarding the employee’s opinions about the company. You can then use the exit interview to dig deeper.
Did something in the survey results surprise you? Ask the employee about it during the exit interview.
It’s a practice that will help your office self-correct and stay on the right track. The process begins with an exit employee interview.
Questions To Ask In An Exit Survey
The exit interview is a great opportunity to find out what your work culture is like. At this stage, the employee is most likely to be honest. A good set of questions will help you get the most out of your exit employee survey. Here are a few questions you could ask –
- What are your main reasons for quitting this job?
- Did you have a good relationship with your manager?
- What aspect of your job did you like the most?
- What aspect of your job did you dislike the most?
- Is there any issue in particular that you’d like to tell us about?
3. Employee Engagement Survey
We’ve covered the onboarding and exit employee surveys. It’s equally important, if not more, to find out how employees are doing in the middle of those two. While working at your company, are they interested? Are they driven by a shared goal? An engagement survey will help you answer those questions.
Why You Need An Employee Engagement Survey
We know that employee engagement is a great asset to an employer. The numbers say so pretty clearly. According to OfficeVibe, better employee engagement leads to a 10% increase in customer ratings and a 20% increase in sales!
It sounds shocking when you see it like that, but it’s also quite obvious.
A workplace where employees are invested in the company will have great customer service. As an employer, this is a part of your work culture; you do not want to ignore.
A regular employee engagement survey helps you look behind the curtains and find out how invested your employees are.
As an organization, you may not notice when your employees are getting less and less engaged. It’s not something you can just tell by walking around an office. Employees often try to look engaged to impress their superiors.
Unless they are engaged, though, they will not do good work. The best way to find out how they feel is through an anonymous employee survey.
Conducting regular engagement surveys also shows that you care about your employees’ well-being.
A shocking 80% of employees said in a study that they would work longer hours for a more empathetic employer. If your employees are rushing to go home or seem disengaged, this employee survey may just be the fix.
Questions To Ask In An Employee Engagement Survey
To get employees to open up in an employee engagement survey, it is usually recommended that they’re anonymous. That’s an important step in getting more honest responses. This, in turn, gives you better data to act on. Another way of getting useful data is by asking good questions.
For this employee survey, we would recommend having open-ended statements, with a scale from strongly agree to strongly disagree. Here are a few great examples –
- I see myself working here in five years.
- I always want to give my best when I’m at work.
- My manager recognizes my full potential and makes me feel appreciated.
- I believe in my company’s mission.
- I can see how my work affects the company’s success.
4. Employee Satisfaction Survey
Like we’ve said before, companies that retain employees are companies that perform better. There are multiple reasons for this, one of which is that employees work better when they’re satisfied. This is different from engagement, perhaps even broader. The employee satisfaction survey is really about finding out if people at your company hate their jobs.
Why You Need An Employee Satisfaction Survey
Unsatisfied workers are people who don’t like their jobs. These employees are not able to perform well, and generally do not stay with the company. There are many reasons employees may not be satisfied.
They may have a problem with their manager or coworkers. It could also just be about personal fit, but employee satisfaction is too often reduced to that. Organizations need to maintain working conditions that keep employees satisfied. The satisfaction survey is an employee survey that can help.
Unsatisfied employees may even take out their frustrations on the customer. This is the worst-case scenario for a business. You want your employees to be driven and aligned with the company’s goals. They should pursue customers with passion. This translates into better sales and customer experience. But it all starts with employee satisfaction.
You may think that employee satisfaction does not need a specific survey. Engagement and internal communications cover a large part of this. And we do not, of course, want to overwhelm employees with surveys. But employee satisfaction is about tending to the emotional needs of employees. That’s different from finding out if they’re engaged, or communications with team members.
Companies that care about their employees’ emotional needs should conduct regular employee surveys. If they can use the results of the employee satisfaction surveys to self-correct, retention rates will rise. It will also lead to a healthier, more productive workplace.
Questions To Ask In An Employee Satisfaction Survey
An employee satisfaction survey is all about getting your employees to be honest. Avoid corporate jargon and frame questions as candidly as possible. There are also some basic areas to look into for an employee survey about satisfaction. You can include questions about workplace culture, management, and their actual job.
Here are a few examples of questions you could ask –
- Do you feel connected to your colleagues?
- Do you feel valued for your contributions to the company?
- How happy are you at work?
- Do you think work is distributed evenly across the team?
- Do you find your work meaningful?
5. Internal Communications Survey
As far as annual surveys go, there are few more important than this employee survey. Companies are, by definition, places where people collaborate. Employees must talk to each other, and managers must keep them in the loop. Here’s why you need an internal communications survey.
Why You Need An Internal Communications Survey
An internal communications questionnaire is an important part of a company’s communication strategy. Firstly, these employee surveys help you identify weaknesses. You can choose to spend large sums on hiring consultants to help improve your communications strategy. Or you can do the simpler, more cost-effective thing and ask your employees.
Secondly, these employee surveys give your employees a much-needed voice. Ineffective communications can make them feel like they don’t have a say in the company’s decisions. This is how employee engagement falls. Companies need to give employees a channel to express their feelings. This can be more important than you think.
A Salesforce study recently found that employees who feel heard at work are 4.6 times more likely to give their best performance. By now, we understand why internal communication surveys are important. Let’s get to the best questions to ask in this employee survey.
Questions To Ask in an Internal Communications Survey
One of the main aims of this employee survey is to find out how much your employee knows about your company. It must also find out what communication habits are being practised amongst team members and managers. Here are some questions to help with that –
- How do you currently get information about the company?
- How much effort does your direct manager make to keep you informed?
- Does your team assist you in completing your work?
- Do you feel like the company listens to your concerns?
- How would you rate your knowledge of the company’s goals?
As organizations grow, it becomes tough to get a sense of how your employees are doing. Organizations often suffer from not knowing what’s going on in their workplace. This leads to top talent resigning, and unhealthy workplace patterns staying in place. Employee surveys are simply a way to find out what’s going on and use the insights to course-correct.
We understand, though, that too many surveys can become stressful. Nobody likes to regularly fill in surveys. But that’s a problem that SurveySparrow solves with its intuitive design and conversational surveys. With SurveySparrow, you are guaranteed 40% more responses! Your employees are going to love filling these out.
But we digress. Surveys are simply tools to get useful data that honestly reflects your workplace’s status quo. Are they communicating well? Are they satisfied with their work? Do they find it meaningful or engaging? These are questions all managers would die to know the answers to. Fortunately, with the right employee surveys, you can find out.