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How can you write employee engagement surveys that encourage honest feedback?

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Employee engagement surveys are a valuable tool to measure and improve the satisfaction, motivation, and performance of your workforce. However, designing and conducting effective surveys can be challenging, especially if you want to elicit honest and constructive feedback from your employees. How can you write employee engagement surveys that encourage honest feedback? Here are some tips to help you craft surveys that are clear, relevant, and respectful.

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Amritha Gouri

Hearing what isn't being said! | People's person | Leadership & Communication | Public Relation Expert | Brand…

1 Choose your objectives

Before you start writing your survey questions, you need to define your objectives. What are the main goals of your survey? What are the key areas of improvement or concern that you want to address? How will you use the survey results to inform your actions and decisions? Having clear and specific objectives will help you focus your survey on the most relevant and meaningful topics for your organization and employees.

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Amritha Gouri

Hearing what isn't being said! | People's person | Leadership & Communication | Public Relation Expert | Brand Pitching | Strategic planning | Content creation, designing |
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The feedback game is an interesting one. Some can be productive and some others very useless. Always create a clear and anonymous employee engagement survey, ensuring questions are specific, unbiased, and cover various aspects of the work environment (Honesty comes with anonymity! Right?). Emphasise the importance of honest feedback and reassure anonymity to encourage candid responses.

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2 Use simple and direct language

Your survey questions should be easy to understand and answer. Avoid using jargon, acronyms, or vague terms that might confuse or mislead your respondents. Use simple and direct language that reflects how your employees talk and think about their work. For example, instead of asking "How do you rate the quality of our internal communication channels?", you could ask "How satisfied are you with the way we share information within the team?".

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3 Balance open-ended and closed-ended questions

Your survey should include a mix of open-ended and closed-ended questions. Open-ended questions allow your employees to express their opinions, feelings, and suggestions in their own words. They can provide you with rich and detailed insights that you might not get from predefined answers. However, open-ended questions can also be time-consuming and difficult to analyze. Closed-ended questions, on the other hand, offer your employees a set of options to choose from, such as yes/no, agree/disagree, or a rating scale. They can help you quantify and compare your survey results more easily. However, closed-ended questions can also limit your employees' responses and miss out on some nuances or complexities. Therefore, you should balance both types of questions and use them appropriately depending on your objectives and topics.

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Kelli Burdick

Strategic Communications Leader | Reputation & Crisis Management Expert | Driving Brand Engagement Across Global Markets
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Creating an employee engagement survey with a mix of open and closed-ended questions is like being a conductor of an orchestra. Each type of question plays a unique role in the symphony of data collection. Open-ended questions are the soloists, providing rich, nuanced insights through personal narratives. They let employees express themselves in detail, revealing the 'why' behind their feelings. Closed-ended questions, the chorus, offer harmony and structure. They provide quantifiable data, making it easier to track trends and compare responses across the board. A well-composed survey, like a beautifully orchestrated piece, uses both to create a holistic understanding of the employee experience.

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4 Avoid leading or biased questions

Your survey questions should be neutral and objective. Avoid asking questions that imply a desired or expected answer, or that influence your employees' responses in a certain direction. For example, instead of asking "How much do you enjoy working with our amazing team?", you could ask "How satisfied are you with the collaboration within the team?". Leading or biased questions can undermine the validity and reliability of your survey results and damage your credibility and trust with your employees.

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5 Respect your employees' privacy and anonymity

Your survey should respect your employees' privacy and anonymity. You should not ask for any personal or sensitive information that is not relevant or necessary for your survey objectives. You should also assure your employees that their responses will be confidential and anonymous, and that they will not face any negative consequences for providing honest feedback. You should explain how you will protect and use their data, and who will have access to it. Respecting your employees' privacy and anonymity will help you build rapport and trust with them, and encourage them to participate and share their feedback openly and candidly.

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Kelli Burdick

Strategic Communications Leader | Reputation & Crisis Management Expert | Driving Brand Engagement Across Global Markets
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Respecting privacy and anonymity in employee surveys is akin to being a guardian of trust. It's about creating a circle of confidence where employees feel secure to share honest feedback. Assure them that their responses are treated like confidential votes in a ballot box, used only to better the workplace. This assurance of privacy encourages open and frank communication. It’s like having a candid conversation in a judgment-free zone. By guaranteeing anonymity, you're not just collecting data; you're showing respect for their opinions and fostering a culture of trust and transparency.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Kelli Burdick

Strategic Communications Leader | Reputation & Crisis Management Expert | Driving Brand Engagement Across Global Markets
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Think of employee surveys as your organization's pulse check. They are not just questionnaires but tools for insight and connection. They help understand the heartbeat of your organization – what motivates, bothers, or excites your team. These surveys bridge the gap between management and employees, allowing a flow of honest feedback. It's like having an open-door policy where thoughts and concerns are welcomed. Implementing surveys effectively ensures that every voice is heard and valued, fostering an environment of openness and continuous improvement.

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How can you write employee engagement surveys that encourage honest feedback?

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3

4

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1 Choose your objectives

2 Use simple and direct language

3 Balance open-ended and closed-ended questions

4 Avoid leading or biased questions

5 Respect your employees' privacy and anonymity

6 Here’s what else to consider

Corporate Communications

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How can you write employee engagement surveys that encourage honest feedback?

1

2

3

4

5

6

1 Choose your objectives

2 Use simple and direct language

3 Balance open-ended and closed-ended questions

4 Avoid leading or biased questions

5 Respect your employees' privacy and anonymity

6 Here’s what else to consider

Corporate Communications

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