Using an Employee Survey Platform

Our guide will walk you through the creation, distribution, and reporting process. Templates, sample questions, and tips to get you started.

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When people are financially invested, they want a return. When people are emotionally invested, they want to contribute - Simon Sinek

An employee survey platform helps measure employee satisfaction and engagement. Engaged and satisfied employees lead to increased productivity, decreased turnover, and increased workplace moral.

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.

Employee engagement and employee satisfaction are often used interchangeably, sometimes unknowingly. It's important to understand the differences.

Employee Satisfaction

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.

Employee Engagement

This is the emotional commitment the employee has to the organization and its overall goals. Better engagement means increased productivity, deceased turnover, and helps foster positive customer interactions

Questions Related to Employee Satisfaction

Would They Recommend You?

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.

Company-wide Relationships:

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.

Compensation:

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.

Questions Related to Employee Satisfaction

Employment Role Vs. Skill Set:

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.

Performance Recognition:

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.

Belief in the Company:

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.

Opportunities for Growth:

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.

Collecting Anonymous Responses

Employees are oftentimes fearful to give honest answers on surveys for fear of retaliation. SurveyKing is one of the few companies to put a seal on anonymous surveys, guaranteeing anonymity. To send anonymous survey, simply click on "Anonymous Link" inside of the distribution page.

Large organizations can take advantage of k-anonymity by adding custom metadata to the survey. This meta can include employee department or location. Custom metadata is protected k-anonymity, to prevent indirect identification of employees.

The Annual Employee Survey

This survey is a longer survey that aims to measure both employee engagement and satisfaction. Our survey template included with the employee experience module includes ten questions, including two opened ended questions. Data collected here will give detailed insights and can used to establish benchmarks. The annual survey should be sent out with anonymous link. You can send this out at your convenience.

The Pule Survey

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 a follow-up input box question is the second question. The Net Promoter Score is used to measure employee sentiment on a monthly level. A Net Promoter Score is also included on the annual employee survey.

Using the Employee Experience Module

  • Go to the creation page, click "Employee Experience Module", and our system will create the templates and base reports for you.
  • You can upload a list of managers and executives to the "Stakeholders" section. This will automatically create reports based on department, region, or other criteria you include.
  • The template, and the survey you see in the survey builder is the annual employee survey. This can be sent out via a method of your choosing; we recommend using the anonymous survey link.
  • The pulse survey is automatically included in the distribution section by default. Simply click on “Monthly Employee Pulse Survey” on the distribution page. It can be sent via an anonymous link, or via an anonymous email through the SurveyKing platform.
  • If you need help at any point, please contact us!

Employee Survey Tips

  • Communicate with your employees that the survey will be anonymous. Even direct them to the SurveyKing site to get better understanding of the process.
  • If using your software to email links or if using our anonymous email invitation, communicate with employees that they can review the URL of the survey link with coworkers. The links should all be the same, meaning you (the survey author) isn’t pulling any tricks.
  • Take advantage of k-anonymity and add meta data to the survey. The most common use of meta data is create comparisons for year over year. These year over year comparisons are crucial to making your data actionable.

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