When people are financially invested, they want a return. When people are emotionally invested, they want to contribute. - Simon Sinek
Definition: An employee survey platform helps measure employee satisfaction and engagement. A good employee survey platform should include both annual employee surveys and monthly pulse surveys.
Annual employee surveys aim to measure both employee satisfaction and engagement. Pulse surveys are short surveys (2 question on SurveyKing) that are sent monthly to track employee happiness throughout the year.
Two main concepts in employee surveys
This is how satisfied or content employees are with their job, their employee experience, and the organization as a whole. Common measures of satisfaction include compensation, benefits, and work relationships.
This is the emotional commitment the employee has to the organization and its overall goals and their specific job. Better engagement means increased productivity, deceased turnover, and helps foster positive customer interactions.
When creating an employee satisfaction survey these question topics will cover the main sticking points of satisfaction. These questions should be customized based on your origination.
Your employees can be your biggest cheerleaders. Use a Net Promoter to gauge how your employees see you. Use this question as a benchmark year to year or even semiannually to track satisfaction.
Ask how employees like their peers and supervisors. Do supervisors seem to inspire their employees? Are co-workers friendly? These are huge factors related to satisfaction.
Let’s face it. Everyone wants to make more money! But employees who feel they are undervalued won't be happy. Unhappy employees are never more productive than happy ones. Get opinions about the benefit packages as well. Maybe something as simple as more time off, even if unpaid, will give your employees extra happiness and motivation.
These topics will address the main points of employee engagement. These questions should also be customized based on your origination.
Employees want to use their skills. They want to do things they are good at, and in an organization that values those skills. If an employee is doing a job they feel doesn't meet their skill set, they are likely not giving 100% effort.
Everyone wants to be recognized for a job well done. This type of recognition can also strengthen an employee’s trust with management and thus strengthen engagement.
Ask employees how strongly they believe in the mission of the company. You need to know if they believe in your product and mission and how the organization is run — or if they’re just in it for the paycheck.
One of the most common reasons employees look for other employment is the lack of opportunity for advancement. This is closely related to self-worth. No one wants to work for an organization that doesn’t value them. If an employee has no room for growth, they'll never feel valuable. The opportunity for advacement are crucial in boosting employee engagement.
Getting honest answers from employees can be tough. SurveyKing is one of the few companies to put a seal on anonymous surveys, guaranteeing anonymity.
Large organizations can take advantage of k-anonymity with any custom data added to the survey. This custom data can be used to segment or filter the results, such as by office location.
This survey is a longer survey that aims to measure both employee engagement and satisfaction. The survey template included with the employee experience module includes ten questions, including two opened ended questions.
The annual survey has it's own collector. You can send this out at your convenience. The system will automatically add the year so you can segment results and compare by year over year.
The pulse survey is a short two question survey sent out at the end of each month. A Net Promoter Score is the first question, and an open-ended text box question is the second question. The Net Promoter Score is used to measure employee sentiment on a monthly basis.