Best practice for employee engagement surveys
Ok, we’ve sold you on the idea that employee engagement surveys are good, and you’re ready to implement one. The next hurdle is making sure you’re asking the right questions.
In order to be able to track changes over time, you’ve got to ask the same questions every time. Part of this is also how you structure your questions.
Best practice for survey questions is to avoid yes/no questions, as they’re too binary and don’t cover the spectrum of agreement. That’s why when you fill out a survey, you often are given five choices — strongly disagree, disagree, undecided, agree, and strongly agree. This allows for your employees to be more specific and give you a more accurate understanding of your employees’ perspectives.
Multi-choice answers ticks off your need for quantitative data, and open text answers enrich that data with colour and details.
Imagine you received a “disagree” response to the question “I feel appropriately compensated for my work”. You’d probably jump to the conclusion that this employee is saying they want a pay rise, right?
If you allow for open text, the employee could write a comment such as “I feel that I do more work than my peers but because they are more outspoken, they get the majority of the credit”. With this you know it’s not about money, but more about recognition, and make appropriate steps to rectify it.
So you know what structure your questions should be in, but what are the questions themselves? When we were building Perkbox Insights, we asked ourselves the same thing. After consulting with industry experts and organisational psychologists, we came up with 10 categories and a library of questions that cover everything you could possibly want to know about your employees.
Our last tip is to allow your employees to respond anonymously. While you may think this is just an invitation for negative feedback, remember that some employees are more shy than others, and are uncomfortable giving positive feedback too! All answers on Insights are completely anonymous, and this builds trust between employees and their employers, assuring them they can bring up any concerns (or compliments) that are on their mind.