5 things to keep in mind when building an employee engagement survey

 Some might think that building an employee engagement survey is easy, as it's just about putting questions. However, the truth is that it is a daunting task and can bring a lot of value to your organization just like any other business project. Moreover, did you know that highly engaged employees are capable of earning 21% more profits and have up to 59% less turnover, as per the study done by Gallup.

Now, the next step is figuring out which type of survey suits your organization's needs and requirements.

● First, there is an employee engagement survey: It is an intensive survey that will provide you with a broad understanding of how employees feel about the company, culture, and policy.

● Second, The pulse survey: You can conduct a pulse survey with the help of an employee engagement tool The survey helps you gauge progress on changes you have made after the feedback you received. And, it also helps you understand the employee experience, potential danger, and take action.

● Third, New-hire survey: One way to figure out whether new employees are learning and feeling supported is by conducting this survey. This help determines if they need any additional training and support.

Once you are done selecting which kind of survey you would like to move forward with, the next and final step is to curate the employee engagement survey. Below are some important things to keep in mind:

1. Include open-ended questions

When you are trying to measure employee engagement, it is important to leave some room for employees' so that they can elaborate on specifics about their survey. HR professionals need to be well aware of the details that can lead to employee safety and wellness. Hence, it is helpful to inculcate open-ended questions like "what are a few things a company can do to increase employee success?". This helps employees voice their concerns without any restrictions.

2. Make it anonymous

HR performance management surveys enhance employee accountability by ensuring that everyone has participated, and at the same time keeping individual responses private. It can turn out to be useful in some cases where you want to tailor the content of each survey to individual departments.

3. Include managers

In order to see some real change, it is of paramount importance to include senior management. Take them through the planning phase, it will help you identify survey objectives better. Moreover, this way they will have a vested interest in taking action based on the result your survey will gather.

4. Set attainable objectives

You can't always measure everything, so this is the time to be discerning. Take some time and identify your high-priority objectives, focus on areas where productivity is currently dipping. Here every person out who is involved in the process, but in the end, makes the survey sweet and short.

5. Share the results with the employees

Transparency is key when it comes to building an employee engagement survey. Once you are done tabulating and analysing the survey, share it with the employees. One way you can do this is by conducting smaller meetings where the leaders can discuss the results with their team members, this will make them feel included and boost their morale.

Final Note

With the help of regular feedback provided by your employees, HR professionals will be able to quickly address any negative feedback. If you are looking for actionable insights then opt for an online employee engagement platforms or tools. These applications provide an online platform that will not only help you create actionable insights based on regular employee feedback, but they will also help you keep the track of your employee's interests and wellness.

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