12/12/12

How To Create an Effective Employee Engagement Survey

Employee Surveys are used in a lot of large and small companies. Their objective is to evaluate employee engagement, motivation, company strengths, weaknesses and to offer the employees a simple (and most of the times anonymous) tool to express their opinion and suggest improvement ideas.

The effectiveness of any survey you may decide to apply in your company depends on a series of simple factors:
- proper communication: tell the employees that a survey will be conducted (offer details concerning purpose, length, expectations), tell the employees that the purpose is to offer them the possibility to speak their mind and that it will NOT be used against them;
- sharing the results - always share results and keep employees updated - otherwise, the second survey you send will be ignored;
- sharing the action plan - tell the employees that you have prepared an action plan and keep them updated on the way it is being implemented; involve some of them in the implementation plan where possible;
- employee involvement in decision making - involve employees where possible in the creation of the action plan; if they receive the action plan already made, chances are they will not embrace it; if they come with some of the ideas, for sure they will help implement them;
- time frames - try not to organize surveys every month - everybody will get bored and eventually stop opening your emails; a large survey once a year is more than enough; also, give the people plenty of time to open the survey and reply - depending on the number of questions, try to give them 2-3 weeks for 20-30 questions and up to one month and a half for over 60-70 questions; also, remember to consider people on vacation, business trips or sick leave - give them a chance to speak their mind too.
- reminders - people tend to forget all about tasks that are not urgent; reminders once a week or once in 2 weeks help.

In terms of questions, please find below a few ideas. You can use them as they are, delete some or add more.


Engagement Profile All in all, I am satisfied with [Company name] as a company.
Engagement Profile I am proud to work for [Company name].
Engagement Profile I plan to continue my career with [Company name].
Engagement Profile I would recommend [Company name] as a place to work to a friend or colleague.
Attitude Towards Client/Company Client problems are dealt with quickly.
Attitude Towards Client/Company I believe that our professional excellence differentiates us from our competitors.
Attitude Towards Client/Company I feel personally responsible for my clients' satisfaction.
Attitude Towards Client/Company We convert our clients' suggestions and complaints into improved services and/or deliverables.
Communication I am well informed about what is happening in [Company name].
Communication I have a good understanding of the overall strategy and objectives of my business area. 
Communication I have been adequately informed about the results of the past employee survey and actions have been taken in response to the survey findings.
Communication I see a clear link between my objectives and the objectives of my business area. 
Communication In my day to day job, everyone is encouraged to openly express his/her opinions.
Communication The leadership of my business area has communicated a vision of the future that motivates me. 
Communication There is open and honest two-way communication in my business area. 
Communication I can easily get the information I need to do a good job.
Compensation & Benefits My compensation is in line with my role and the market.
CSR I feel [Company name] is committed to being a responsible corporate citizen (e.g. working with communities and charities like Naandi/Planet Finance, reducing our environmental impact, working with our clients on sustainability issues, e.g. Green IT).
Ethical Business [Company name] shows a commitment to ethical business decisions and conduct.
Ethical Business I feel that [Company name] encourages diversity.
Ethical Business I feel that [Company name] gives opportunities to everyone.
Main Motivators I am motivated a lot by ... Average time spent at work
Main Motivators I am motivated a lot by ... Bonus and rewards system for holidays (Christmas, Easter, etc.)
Main Motivators I am motivated a lot by ... Bonus system for results recognition
Main Motivators I am motivated a lot by ... Budget for travelling
Main Motivators I am motivated a lot by ... Company headquarters
Main Motivators I am motivated a lot by ... Conditions for physichal recreation
Main Motivators I am motivated a lot by ... Conditions of periodical recreation (trips, parties, etc.)
Main Motivators I am motivated a lot by ... Conditions of serving lunch
Main Motivators I am motivated a lot by ... Degree of information upon company results
Main Motivators I am motivated a lot by ... Degree of responsibility on the job
Main Motivators I am motivated a lot by ... Feedback from direct manager
Main Motivators I am motivated a lot by ... Good initial training (Induction)
Main Motivators I am motivated a lot by ... Internal opportunities to develop your career
Main Motivators I am motivated a lot by ... IT support
Main Motivators I am motivated a lot by ... Meeting efficiency
Main Motivators I am motivated a lot by ... Opportunites to develop technical/specialist skills
Main Motivators I am motivated a lot by ... Other material benefits (car, bonuses, etc.)
Main Motivators I am motivated a lot by ... Overtime compensation system
Main Motivators I am motivated a lot by ... Promotions system within the company
Main Motivators I am motivated a lot by ... Quality of collaborating with HR
Main Motivators I am motivated a lot by ... Quality of collaborating with IT
Main Motivators I am motivated a lot by ... Quality of collaborating with other departments
Main Motivators I am motivated a lot by ... Quality of collaborating with top management
Main Motivators I am motivated a lot by ... Recognition of my results
Main Motivators I am motivated a lot by ... Recreation spaces
Main Motivators I am motivated a lot by ... Respect the employee is treated with
Main Motivators I am motivated a lot by ... Safety of position
Main Motivators I am motivated a lot by ... Salary increase system
Main Motivators I am motivated a lot by ... Salary level
Main Motivators I am motivated a lot by ... Support offered during the activity
Main Motivators I am motivated a lot by ... The Office
Main Motivators I am motivated a lot by ... The way knowledge is transmitted within the company
Main Motivators I am motivated a lot by ... Training system offered periodically
Main Motivators I am motivated a lot by ... Transportation facilities
Main Motivators I am motivated a lot by ... Work atmosphere
Main Motivators I am motivated a lot by ... Work itself
Management  All in all, I am satisfied with my manager.
Management  I am encouraged to be creative and innovative in my work.
Management  I am sufficiently involved in decisions that affect my work.
Management  I get the necessary support from my manager to be able to carry out my assignments.
Management  I trust my manager.
Management  I trust the senior leadership of [Company name].
Management  My manager clearly communicates what is expected of me.
Management  My manager deals appropriately with poor performance.
Management  My manager encourages me to contribute, re-use and share knowledge.
Management  My manager is an effective leader.
Management  My manager is committed to providing high quality services to our clients.
Management  My manager supports and practices high standards of ethical conduct.
Management  My manager supports my professional and personal development.
Management  My manager treats me with respect.
Performance Evaluation and Recognition I understand how my performance is measured and evaluated.
Performance Evaluation and Recognition In my business area, poor performance is dealt with appropriately. 
Performance Evaluation and Recognition My last performance review was conducted in a fair and reasonable way.
Performance Evaluation and Recognition Outstanding performance is recognized appropriately.
Performance Evaluation and Recognition Throughout the year my manager gives me useful feedback on how I can improve my performance.
Professional Development All in all, I am satisfied with my opportunities for professional development in [Company name].
Professional Development I have the training I need to do my job effectively.
Professional Development New employees receive the training necessary to perform their jobs effectively.
Professional Development The training I receive in [Company name] allows me to develop my competencies for my current and future roles.
Team work There is good collaboration and teamwork within [Company name]. 
Team work I feel that I am part of a team.
Tools I have the tools, equipment and support I need to do a good job (technology, equipment, knowledge database, templates, methodologies, quality processes, helpdesk).
Work-Life Balance I am able to balance the needs of work and personal life.

In terms of statistics, try to use the Likert scale for answers. It looks like this:
1- I stronlgy agree
2 - I agree
3 - Neutral
4 - I disagree
5 - I strongly disagree

If you have only a small number of employees and a small number of questions, processing the data internally is simple and you can do it even on paper with paper surveys and then insert the data in a small spreadsheet. However, a large number of employees (let's say 100+) requires a huge amount of time and effort to process all surveys. A dedicated software or even an external company can help you. Just for your information - I work in a company with 120 000 + employees throughout the world and our survey has over 80 questions - imagine the amount of data there! We use an external provider.

In terms of interpreting the results, add the positive answers on each question (or area).
I.e. Calculation of Engagement profile in your company - see how many employees answered with 1 (Strongly agree) and 2 (Agree) to questions 1 up to 4 above. The highest the score, the better.

Your action plan should focus on the questions/areas with lowest results. Try to ask people what's wrong and why did they give low ratings - maybe they didn't understand the questions or maybe there's a problem in your company that you don't know about.

All in all, I strongly recommend employee surveys. If you need my help with anything, please feel free to ask. I am going right now through my third yearly survey and we do it seriously.

Take care,
Geo

No comments:

Post a Comment