An employee engagement survey provides you with honest feedback and a clear measure of your employee’s engagement. It also offers data needed to resolve issues to create a happier and healthier workplace.
It’s important to complete these surveys regularly throughout the year so you can compare the data and find out how the metrics have improved due to the resolutions you’ve put in place. Asking employees to complete an engagement survey more than once a year can help you to identify and address issues before they impact your business. We’ve supported many of our clients with engagement surveys and it’s really interesting to see the change in data each time.
We recently completed an employee engagement survey with our HR Consultants and HR Advisors to give them an opportunity to anonymously share their thoughts on our work place. To show what should be included in an employee engagement survey, we want to share our employee survey results with you:
My manager or someone at work seems to care about me as a person
Management ask and listen to my views
There is someone at work who encourages my development
I feel included in the vision of the company
I see a clear link between my work and the company’s goals and objectives
My company is a good employer
I feel proud to work here
My manager supports my need to balance work and other life issues
I have the right amount of information to make correct decisions about my work
My colleagues are committed to doing quality work
My manager trusts me to make the right decisions
How long do you see yourself working with your current employer?
How likely is it you would recommend your company as a place to work?
Overall, the survey responses have been very positive. It’s shown us that our HR experts feel important and their opinions matter. We are also pleased that our net promoting score is 100%. Although there are a lot of positives, we also have things we can work on to improve the workplace for everyone.
It’s important to us to be proactive and resolve anything that staff are concerned about. Alistair has already met up with team members individually to find out if they have any concerns. Everyone has different needs and expectations so it’s important to listen and find a solution that works for everyone.
Employee engagement survey questions
There are a range of things you should keep in mind when writing employee engagement survey questions:
- Keep the questions simple and straight to the point.
- Leave room for open-ended questions where the team can leave a comment under their answer. This will make it easier to find a suitable solution.
- Make sure the survey is anonymous. You will most likely get more honest answers.
- Ask if they would recommend your business. This question is a good measure of how your business is doing and how your team feel. You will also find it a lot easier to gain good employees if your existing team are speaking highly of the workplace.
- Include alignment questions such as ‘do you find your work meaningful’ or ‘do you feel recognised for your accomplishments’. This will show you if your team feel recognised and appreciated.
- Ask how long your staff see themselves working for you. With the great resignation in full force, it’s never been more important to discover areas where you need more outreach to employees.
Plan Beyond the survey
Make sure the employee survey wasn’t a waste of time. Analyse the results and put appropriate actions in place. Not only will this help you avoid issues that may arise in your business in the future, it will also show your team that their opinion matters.
We hope The HR Booth results have given you an employee engagement survey tool to implement in your business. You can also look at Gallup’s Q12 employee engagement survey for ideas. If you would like us to help you with what should be included in an employee engagement survey or put actions in place, feel free to contact us now.
