What are the most effective tools for employee feedback and surveys?

It helps to know which area to improve on as an organization. To understand the critical needs of the employees and how to reach a middle ground with them in value proposition. It helps to determine the current state of achievement of the company and the milestones ahead. Most importantly, what is needed by everyone to be part of the workforce to birth productivity at the highest level possible.

We found a few ways that helped our company retain and grow our team members: 1) One tool to rule them all: choosing a hub (we use 15Five) helps to unify efforts and allows for reporting and trend analysis 2) Check-ins: we score how people's weeks went from 1-5, and ask for weekly challenges and successes 3) All of our 1:1s are recorded on the platform, and we can keep our eyes on progress with bidirectional to do lists and clear next steps 4) We have an integration between "High Fives" and Slack, so when someone is following one of company pillars exceptionally well they get a public High Five from one of their teammates 5) We are rolling out individual Growth Plans through their Career Hub tool so we can better track growth over time.

De acuerdo a lo que hemos aplicado y descubierto con nuestros clientes, es su capacidad para medir el compromiso, el rendimiento y la retención de los empleados brinda una comprensión profunda de la dinámica interna de un equipo, permitiendo así la implementación de estrategias efectivas de mejora. Uno de los principales beneficios radica en su capacidad para identificar oportunidades de crecimiento y optimización dentro de la organización. Además, las herramientas de retroalimentación y encuestas actúan como un puente para alinear los objetivos individuales y colectivos con la visión y misión de la organización. Esta alineación es esencial para fomentar un sentido de propósito compartido y fortalecer la cohesión dentro del equipo.

Las encuestas de compromiso son de mucha utilidad para medir el nivel de satisfacción de nuestros colaboradores en muchas dimensiones. Mi recomendación, utiliza alguna que te permita compararte con otras empresas para poder fijar un estándar de a donde queremos llegar como organización.

Use any tool in the world it doesn't matter. Effectiveness can come only if employee take the feedback forms seriously. For team to take forms seriously, ensure below rules: 1. Keep 1 fix time per week for everyone to fill the form together. 2. Always ask them to fill the form during mid-working hours. EOD? They won't care. At home during holiday? They won't be accurate. 3. Ensure recognising their detailed entry in front of team, to motivate others as well.

The MAIN thing that we were looking for was ease of use. If a tool is clunky or difficult to integrate, then it was not going to have a high adoption rate for the company which would eventually make it useless. Secondly, integrations were key for us - we run many things off of Slack automations, bots and tools so we needed a tight integration between Slack and our chosen tool. Third, we did not want to to have many tools that we had to wrangle. We needed a one size fit all tool to minimize onboarding/switching costs. Lastly, it was important for us to have strong analytics/reporting so we can bring this to exec leadership meetings and have thoughtful and meaningful discussions on how to improve.

There are numerous features that make a feedback & survey tool great, among those are: being user friendly, customization, analytics and ease of action. When chosing a feedback and sueveying tool, the first thing to consider is how easy will be to use. As easy as we can make it, the easier, faster, we will get feedback from our teams. From there, we wil focus on making such tools custom to our specific needs. Upon colection of data, we will focus on ease to process and analyze data, meaningful to transform to information for decision-making processes. And finally, to actio. Upon results, giving feedback to ours teams, stakeholders or surveyed population on results.

Feedback and survey tools encompass customizable survey creation, feedback collection from various stakeholders via multiple channels, option for anonymous responses, efficient survey distribution methods, real-time reporting with visual dashboards, data analysis for actionable insights, multilingual support, survey automation for streamlined processes, integration with other systems, closure of feedback loops, scalability to accommodate growing needs, and robust security and compliance measures. These features enable organizations to gather, analyze, and act upon feedback effectively, driving continuous improvement, enhancing stakeholder satisfaction, and ultimately contributing to organizational success.

Accessibility is something that is so often overlooked when it comes to survey tools. Can everyone respond to the survey, can everyone read it, is it in native languages, can a screen-reader interpret the questions? If you're not choosing an accessible platform you're actively excluding people from your employee listening strategy.

Google Forms is a user-friendly survey tool that integrates with other Google Workspace applications, allowing organizations to create surveys and collect real-time employee feedback. SurveyMonkey, a user-friendly survey tool, offers customizable templates and data visualization options. Qualtr experience management platform offers advanced analysis tools, customizable dashboards, and automated reporting features. TINYpulse, a pulse surveys and performance tracking platform, offers pulse surveys, recognition badges, and performance tracking. Culture Amp and 15Five offer customizable survey templates and performance management platforms for analyzing employee feedback.

We have tested the entire gamut: here are our experiences: 1) Pulse surveys: these are help, esp. when averaged by team or when taking into account macro factors. For example, it's natural to see pulse scores drop a bit during a busy period and see them rise back up after a holiday break. It allows you to gauge when to be proactive about addressing things like burnout. Example: we have added 1-3 extra PTOs on the house in certain times of the year to help mitigate fatigue 2) Performance reviews: we have annual individual goals, broken out into quarterly KPIs which are then tracked and discussed on a 1:1 weekly basis. Critical for fostering growth. 3) Employee satisfaction: we look at this as a type of "NPS" score for us internally

1. Employee Engagement Survey Tools: Examples: EngageWith, Gallup, Glint, Culture Amp Purpose: Measure employee satisfaction, engagement, and overall workplace experience. 2. 360-Degree Feedback Tools: Examples: Qualtrics, SurveyMonkey, Reflektive Purpose: Collect feedback from peers, managers, and direct reports, to assess an employee's performance and skills. 3. Pulse Surveys: Examples: EngageWith, TinyPulse, Officevibe Purpose: Gather quick feedback on specific topics to monitor and address employee sentiments in real-time. 4. Performance Review Software: Examples: BambooHR, Workday, SuccessFactors Purpose: Facilitate the performance review process, including goal setting, feedback collection, and performance assessments.

Consider creating a feedback-friendly culture where open communication is encouraged. Keep surveys short and easy to understand, respecting your team's time. Regularly revisit and update your survey questions to stay relevant. Lastly, use the gathered feedback to implement positive changes, demonstrating the value of your team's input.

If you want honest feedback from people - make it anonymous. Hold your leaders responsible for getting survey responses so that getting no responses is as bad as getting a bad response. Otherwise the data will be biased. Ensure that the questions you ask are DIRECTLY related to things you actually can change. Employees will become disenfranchised giving the same feedback over and over only for nothing to change. I actually like to announce after the analysis what changes will be made due to the feedback we have received.

Effective use of employee feedback and survey tools is essential for gaining valuable insights and improving organizational health. To do this, you want to assure employees that their responses are anonymous and confidential to encourage honest and open feedback. You also need to conduct surveys and request feedback regularly to keep track of ongoing changes and trends. To ensure you are receiving accurate feedback, make sure the questions are clear, concise, and relevant to the objectives of the survey or feedback request. By following these best practices, organizations can ensure they are effectively gathering and utilizing employee feedback to foster a positive work environment, drive engagement, and enhance overall performance.

When it comes to taking action on the feedback, don’t tackle a laundry list. Select a small number of focus areas that will have the most impact and work on those. One way to do that is by running focus groups with employees who are representative of the whole business. Tap into their collective experience and co-create ideas that form recommendations back to the leadership team.

Incorporate a variety of question types, including multiple-choice, open-ended, and scaled questions. This allows for a more comprehensive understanding of respondents' opinions and experiences. Respect participants' time by keeping surveys concise and focused. Aim for brevity to increase completion rates and maintain respondent engagement. Assure respondents that their feedback will be kept confidential or anonymous, especially when addressing sensitive topics. This fosters honesty and openness. Clearly communicate the purpose and importance of the survey to participants. Explain how their feedback will be used to drive positive changes and improvements.

Use whichever tool you feel free to - the key piece is use the data - to inform and deliver actions for those from whom you have solicited feedback. The key thing here is to own the communication but above this your actions from it.

The People Experience Hub is a flexible, accessible, and easy to use survey tool that covers every element of employee feedback and listening. Powered by a proprietary framework (Px3), the platform makes it easy to send, analyse, and drive actions from pulse, lifecycle, and annual surveys.

Combining traditional surveys with innovative approaches has been my go-to for effective employee feedback. Real-time sentiment analysis on collaboration platforms provides instant insights, like having an ongoing conversation. Adding a personal touch, we've gamified the feedback process, turning it into an engaging experience that fosters openness. This blend of conventional and unconventional methods creates a dynamic feedback ecosystem, capturing a wide range of employee sentiments in a personalized and insightful way.

Ter a ferramenta é importante, mas tenha sempre em mente o quanto o contato face to face faz a diferen?a, com a escuta ativa e observa??o. Além de colher os feedbacks, acompanhe suas a??es e resultados. Acho importante ter nova pesquisa após avan?os importantes para entender a percep??o do seu público alvo também.

Create a playbook that makes it easier for managers to do performance evaluations and feedback well. Give this to them early (as well as training, if possible) so they are prepared and guided in the months leading up to the formal review cycle. Provide simple prompts to help managers distinguish between facts and opinions (or personal preference).

Unlock insightful perspectives with tools like Culture Amp and SurveyMonkey for dynamic employee feedback. Foster engagement and growth with their user-friendly interfaces, driving impactful leadership decisions. Embrace the power of real-time insights to shape a thriving workplace culture.

Effective tools can be like Kenexa surveys, other customised surveys from SurveyMonkey, etc., Traditionally, from an hybrid work model or WFO organisations can try to maintain a feedback box ?? locked safely and place it in pantry areas for anonymous feedback from team and everyone who wishes to contribute for healthy workplace and process improvements would voice out their note in it. It also helps in maintaining individual confidentiality and prevent office politics. This way, both the employer and employee would actually get scope of improvement for real time development of both people and processes. Cheers !