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Employee Engagement Survey

Nunzia

Hi There,

We are planning to run an employee engagement survey to understand how people generally feel about working in the company, including what they like and what they feel could be improved.

I’d really appreciate hearing about your experience with engagement surveys and any advice or recommendations you might have. In particular, would you suggest using mostly open-ended questions, multiple-choice questions, or a combination of both?

I’ve never run a survey like this before, so any guidance would be very helpful. We have several departments across the company, and I was thinking of asking the same core questions to everyone so that we can compare the results and identify any common themes or differences between departments.

Any suggestions on how best to structure the survey, the types of questions to include, or things to avoid would be greatly appreciated.

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  • Hi Nunzia

    Check out the GallUp Q12 if you want external comparisons and also Engage for Success in conjunction with the CIPD - they will both give you some ideas for questions and some options if you want comparisons.

    I would suggest having a set of core questions that you will ask at every survey, that allows for comparisons and demonstrating trends, as well as some questions that you will ask topically based on business events or priorities. E.g. you could have your core questions, then ask one time about perceptions of your company benefits, another time about workloads and balance, another time about training and development etc.

    Know that the more questions you have, the less likely individuals will be to complete in full. So there is a balance between getting enough info to make it worthwhile and asking so much that you don't get a representative sample of data.

    Also think about whether this will be anonymous and how you will give assurance of that. You may need, for example, to combine departments. E.g. we're a small company and some of our back office functions only have one or two staff so we've combined 4 departments into one option. Also consider if you want managers to report separately to their teams, so have a manager/head of/slt category.

    Finally, one of my favourite questions is "use five words, separated by commas, to describe our company culture". I use the list to create a word cloud and it is a really powerful visual. Three years in a row we've had the same "top 3" words!

Reply

  • Hi Nunzia

    Check out the GallUp Q12 if you want external comparisons and also Engage for Success in conjunction with the CIPD - they will both give you some ideas for questions and some options if you want comparisons.

    I would suggest having a set of core questions that you will ask at every survey, that allows for comparisons and demonstrating trends, as well as some questions that you will ask topically based on business events or priorities. E.g. you could have your core questions, then ask one time about perceptions of your company benefits, another time about workloads and balance, another time about training and development etc.

    Know that the more questions you have, the less likely individuals will be to complete in full. So there is a balance between getting enough info to make it worthwhile and asking so much that you don't get a representative sample of data.

    Also think about whether this will be anonymous and how you will give assurance of that. You may need, for example, to combine departments. E.g. we're a small company and some of our back office functions only have one or two staff so we've combined 4 departments into one option. Also consider if you want managers to report separately to their teams, so have a manager/head of/slt category.

    Finally, one of my favourite questions is "use five words, separated by commas, to describe our company culture". I use the list to create a word cloud and it is a really powerful visual. Three years in a row we've had the same "top 3" words!

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