Employee engagement surveys give employees a voice. They help enterprises understand the pulse of the organization’s workforce. However, it is possible that the feedback from these surveys is not always accurate. For one thing, employees become disenchanted with surveys and don’t put effort into answering the questions. For another, they fear reprisals and are not always truthful. Therefore, it is imperative that enterprises learn to frame the questions so that they get deep insights into what drives employee satisfaction in the enterprise and the possible obstacles.

A successful enterprise understands the importance of a satisfied workforce and how to optimize it to retain high-performing employees.

Objectives of an Employee Engagement and Satisfaction Survey

With employee engagement and satisfaction surveys, you can:

• Give employees a chance to air their concerns and make suggestions.
• Allow the managers to monitor the engagement levels and take necessary action.
• Boost satisfaction levels.
• Understand the pulse of the organization and develop a strategy to improve existing engagement levels.

How to conduct Employee Engagement and Satisfaction Surveys?

There are a few basic steps to conducting employee engagement and satisfaction surveys:

• Discover where you stand – It is essential that you understand where you stand in terms of employee engagement. You can do this by getting feedback from your employees to questions like what they like about their jobs, what they want to change, etc. Collecting preliminary data can help enterprises set clear goals.
• Set goals – From the feedback and engaging with managers and stakeholders, you can state the objectives of deploying employee engagement surveys. Your goals would include finding ways to increase employee engagement across the board, a higher employee retention rate, change or improve the work culture, make way for better communication between employees and their managers, etc.
• Create relevant questions – Once the goals are set, your survey questions could consist of open and close-ended questions. These questions would include employees’ personal growth and where they see themselves in the next few years, their roles, teams, etc.
• Schedule frequent surveys – Conducting periodic short surveys is gaining popularity. It gives us an insight into how engaged the employees are at any given time and address concerns more immediately instead of waiting for the annual surveys. Opting for pulsing with such frequent surveys also helps enterprises redirect the course, where necessary.
• Share the feedback – While a few enterprises still count on anonymous surveys and employees feel safe, the feedback brings transparency and visibility to the table when shared. Therefore, sharing the feedback and establishing a two-way communication establishes trust and improves employee satisfaction.

Categories of questions in an Employee Engagement and Satisfaction Survey

A few essential survey questions are pertinent to a survey when seeking constructive feedback. Here are the five basic categories, along with a few sample questions:

Employee satisfaction related questions

• Are you happy at work?
• Would you refer someone to work here?
• Can you rate your work-life balance on a scale of 1-10?

Employee Engagement Surveys with management related questions

• Do you feel recognized by your manager?
• Do you feel valued at work?
• Are you able to approach your manager freely?

Employee retention related questions

• Do you feel that you are reaching your potential here?
• Where do you see yourself three years from now?
• Do you think you are taken seriously by your manager?
• Would you reapply for this job if given a chance?

Questions about the work culture

• Do you find there is trust in the organization?
• Do you know the core values of the organization?
• What two words best describe the work culture here?

Questions about individual’s professional and personal growth

• Do you like your current responsibilities?
• Would you like to take up more responsibilities?
• Do you have an interest in the other projects?
• Would you like to learn new skills, and what are they?

How to create a people-friendly workplace?

There are tools to measure employee engagement and satisfaction and create a growth culture in the organization. Typically, enterprises look for quick-to-set-up solutions that can garner genuine feedback from the employees. They also look for tools that offer:

• Anonymous feedback – Employees feel safer when they can anonymously voice their opinions or concerns. You can protect their identity and give them the opportunity to speak freely.
• Actionable insights – Getting insightful data is imperative for accurate follow-up. The survey should elicit answers that can be actionable if enterprises wish to steer their course to people-friendly work culture.
• Automated feedback collection – Advanced technology with predictive analytics can help prevent at-risk employees from leaving.

Wrapping up

Strong enterprises thrive on creating a work culture that is harmonious, healthy, and people-centric. They cannot underestimate the importance of keeping their employees engaged and satisfied and must work diligently to promote the right work environment for high employee retention. Using appropriate tools and technology to gather feedback at regular intervals gives them a better chance of having a happy workforce.

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