breadth and scope of your surveys will depend upon your goals
for the data and any related budget limitations. In this article,
I'll provide you with a number of ideas for questions to include
on your employee surveys. Keep in mind that the questions
you use should be specific to the purpose of the survey (i.e.
exit interview, measuring satisfaction, training issues, etc.).
lot of companies that conduct employee surveys for the first
time often focus questions that seek answers to "what."
For example, they might ask "What changes would you make
to your department?" While it's valuable to solicit this
type of employee feedback, that feedback is often more useful
when it's accompanied by reasons. For example, once a business
owner has identified areas in which employees want change
to occur, they should then identify why that change is desired.
Only then can problems be addressed effectively.
your employee exit survey with 2 questions: why did the employee
join and why is the employee leaving. Each question should
have several possible answers (i.e. salary, commute, peer
conflict, benefits, etc.). Then, break the remainder of the
survey into several portions. One portion will focus on the
employees' opinion toward his job. Other portions will address
company management, specific department, direct manager, and
compensation. The primary goal is to collect as much data
as possible in order to identify trends.
satisfaction surveys should begin with department identification
and position responsibilities. From that point, questions
should start focusing on the level of personal satisfaction.
These can include whether the employee feels he receives sufficient
recognition from his manager. Or, they can address his department's
flexibility with regards to personal and family matters. Level
of interaction with others, opportunities for career development,
and clarity of tasks can also be measured. Finally, ask whether
the employee would be comfortable referring a friend (a good
barometer of job satisfaction).
type of survey can be difficult to design. The questions should
be open-ended to allow employees to provide complete thoughts.
Also, the survey itself should be short enough to encourage
participation. The most important things to identify are aspects
of the job that employees perceive as positive or negative.
Then, it's critical to identify why they feel that way. And
of course, this type of survey should be anonymous so employees
are encouraged to provide sincere answers.
surveys can be a rich source of insight into a myriad of useful
details. Unfortunately, thousands of businesses fail to leverage
this insight. They either use poorly-designed surveys or fail
to survey their staff at all. If possible, allocate the necessary
resources to design an effective survey for your employees,
given your goals for the data. If your HR staff has limited
experience, consider outsourcing the task to a dedicated service.
You may find that the feedback you receive from your staff
more than compensates for the investment.
is an Australian-built online survey tool that is currently
used by over 200 Australian and New Zealand based organisations
of all sizes to conduct online employee surveys. The tool
can be used by HR to conduct cost effective employee climate
surveys, training needs analysis surveys, exit surveys, and
'new starter' feedback surveys ... to name a few popular uses.
complete the form below to arrange your FREE custom-branded employee survey software
demonstration and a PeoplePulse pricing and information sheet.
completing the form below, a PeoplePulse representative
will contact you to discuss your needs and current situation.
From there we will set up your demo and arrange a suitable
time to show the system to you: