Today’s environment is challenging. With an increase in demanding customers, global competition, increasing technological requirement, and need for fast innovative change. The key to these challenges are motivated employees and active engagement that make the difference.

Studies show repeatedly that motivated employees increase customer satisfaction, reputation, and overall success of an organization. But sadly, the reality often looks different. Employees see their work as a boring task. They don’t trust management and just wait for an opportunity to quit their job and leave the organization. Rumors and gossip spread, cooperation and team spirit suffer, and the worst thing, these negative attitudes multiply fast. But, why?

If only management could find out what causes this lack of enthusiasm and motivation. There is a way! You don’t need expensive consultants to invade your organization. And let your employees tell you how they feel, what’s working and what’s not.

A well-designed employee satisfaction survey will scan your organization from the inside. And the good thing, it’s actually fun! Employee surveys involve everyone. Employees can voice their opinions in an open way. The results will start and open constructive dialogue and it’ll change your culture in a positive way. It will allow team leaders to address important issues and help management to turn the organization into a preferred employer.

Here’s a Look at the 7 Practices That Make Your Surveys More Data-Driven: 

1. Collect Surveys Once Every 3 to 6 months

To adequately assess if your employees are satisfied with working for you, it’s crucial that you run an employee engagement survey every 3 to 6 months. This helps you focus on ways to improve employee engagement, identifies emerging challenges, and helps you evaluate the impact of changes initiated. Organizations that run employee survey questions more often, report higher levels of satisfaction in employees. Continuous feedback, coupled with regular employee surveys lead to more effective engagement within the organization.

2. Having the Right Company Dimensions

With the right company directions, you can create a survey or set of pulse polls that are easily actionable and indicate exactly where the problem lies. Dimensions like office location, geography, department, tenure, seniority, employee performance levels, and other specific dimensions will help you identify the difficulties better. It also helps you effortlessly identify patterns that range across with the help of visualizations like trends, heat-maps, and segmentation.

3. Categorize Your Survey

Categorizing your survey helps you collect much more data. Create different categories and include corresponding questions to get adequate responses to complex problems. Open-ended questions give your employees the full freedom to answer as much as they like in detail and this additional information serves as actionable insight for you. This is especially important when you’re asking an employee to explain or report a problem at length.

4. Include Simple Straightforward Questions

Not all questions require elaborate answers. A set of close-ended questions are easier to analyze and better suited for computer analysis. Employees are also more likely to answer sensitive topics where a detailed description isn’t required. It also leads to lesser confusion and irrelevant responses.

5. Use Response Scales

Using response scales allows you to collect quantitative data whenever required. It helps in drawing conclusions, results, reports, and graphs from the responses. This way your employees are not obligated to express opinions and instead lets them be neutral.

6. Include Benchmark Questions

Using an appropriate benchmark in your employee satisfaction survey is an important step to attain important insights for action and impact. These questions are valuable since they allow you to focus on learning from internal processes and high performing teams.

7. Rephrase Yes/No Questions if Possible

Another way to attain actionable insights is by rephrasing yes/no questions. Questions that include phrases like “How much” and “How often” will help you attain more informative data.

Start today to turn your organization into a positive workplace. With these practices, you can increase employee motivation, retention, and move forward to tackle today’s challenges!


Author Bio:

Bhavika Sharma is a survey designer at SurveySparrow, where she designs surveys that work by making them more conversational and engaging, fetching 40% more responses. When she isn’t designing killer surveys, she loves to travel in search of adventure and to meet new people. Her travel experiences have taught her the importance of conversation and that is what she brings to the table while creating surveys or content for her readers.