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What are the best practices for employee satisfaction surveys in a competitive market?

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Employee satisfaction surveys are a valuable tool for HR consultants to help their clients improve their workplace culture, retention, and performance. However, in a competitive market, where employees have more options and expectations, designing and conducting effective surveys can be challenging. Here are some best practices for employee satisfaction surveys in a competitive market.

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Asad Ur Rehman, SPHRi, CC - ??? ???????

Top 40 HR Influencers in KSA | Gen AI Enthusiast | People and Culture | OD Expert | Talent Enabler | Mentor & Career…
Giorgia Calabria

Global Talent Strategist - Passionate About Leadership, Inclusion & Employee Experience - Empowering HR Leaders to…

1 Know your purpose

Before you create your survey, you need to have a clear and specific goal. What are you trying to measure, understand, or improve? How will you use the results to inform your HR strategies and actions? Having a well-defined purpose will help you craft relevant and focused questions, avoid unnecessary or redundant ones, and communicate the value of the survey to your respondents.

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Asad Ur Rehman, SPHRi, CC - ??? ???????

Top 40 HR Influencers in KSA | Gen AI Enthusiast | People and Culture | OD Expert | Talent Enabler | Mentor & Career Coach | xCOLABS | xPTCL
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Before starting anything you should ask 3 questions: Why How What And this is indeed true for this too. You need to understand why are you having the survey, what’s the actual need and how it would help you achieve the goals. Then what would be the process for the survey.

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Giorgia Calabria

Global Talent Strategist - Passionate About Leadership, Inclusion & Employee Experience - Empowering HR Leaders to Shape the Future of Work
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In my experience, we tend to design and launch engagement surveys only because we ‘must have’ something. Several time, we don’t consider the strategic value what the engagement survey can bring and we forget to ask ourselves questions like ‘why?’ ‘What do we want to achieve?’. Starting from the end in mind, we should then define the purpose of our engagement survey.

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2 Choose your method

There are different ways to conduct employee satisfaction surveys, such as online, paper, phone, or face-to-face. Each method has its pros and cons, depending on your budget, time, audience, and objectives. For example, online surveys are convenient, cost-effective, and easy to analyze, but they may have lower response rates or miss out on non-verbal cues. Paper surveys are more accessible and anonymous, but they can be costly, time-consuming, and prone to errors. Phone or face-to-face surveys can elicit more detailed and honest feedback, but they may also be intrusive, biased, or intimidating. You need to weigh the advantages and disadvantages of each method and choose the one that suits your situation and goals.

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3 Design your questions

The quality of your questions will determine the quality of your data and insights. You need to design your questions carefully, following some basic principles. First, use simple and clear language, avoiding jargon, ambiguity, or leading words. Second, use a consistent and appropriate scale, such as Likert, rating, or ranking, to measure your variables and allow for comparison. Third, balance your closed and open-ended questions, using the former for quantitative data and the latter for qualitative data. Fourth, limit the number and length of your questions, keeping them relevant and concise. Fifth, test your questions before you launch your survey, checking for clarity, validity, and reliability.

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Giorgia Calabria

Global Talent Strategist - Passionate About Leadership, Inclusion & Employee Experience - Empowering HR Leaders to Shape the Future of Work
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Designing effective questions is a must and it’s crucial for obtaining valuable insights. Some ideas could be to start with some general questions to run a temperature check, then focus on the key drivers (like leadership; communications; workload; well being); team dynamics; assess overall satisfaction. Don’t forget to emphasise the confidentiality of responses to encourage honest feedback.

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4 Engage your respondents

One of the biggest challenges of employee satisfaction surveys is getting a high and representative response rate. You need to engage your respondents and motivate them to participate and complete your survey. You can do this by following some strategies. First, communicate the purpose and benefits of the survey, explaining how it will help improve their work experience and outcomes. Second, ensure the confidentiality and anonymity of the survey, assuring them that their responses will not be used against them or shared without their consent. Third, provide incentives and rewards for taking the survey, such as gift cards, vouchers, or recognition. Fourth, make the survey easy and accessible, using a user-friendly platform, sending reminders, and providing technical support.

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Jenni Burgum

Senior Employee Engagement and Communications Professional | Internal Marketer | Creative Thinker | Strategic Business Partner | Passionate about engaging people and elevating the employee experience
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This is a vital step of the process, having a robust engagement plan in place which should involve coaching managers to lead by example where they actively participate and encourage their teams to follow suit. This helps to build trust in the process. The other important step is communicating a clear timeframe that allows enough people to be involved without distracting the business of other priorities. Two weeks is a good timeframe to keep the process running and people actively engaged. Timing is also key though, so choose a time of year where optimal uptake is most likely.

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5 Analyze and act on your results

The final and most important step of employee satisfaction surveys is to analyze and act on your results. You need to use appropriate statistical tools and methods to process and interpret your data, identifying patterns, trends, gaps, and opportunities. You also need to share and discuss your results with your stakeholders, such as your clients, managers, and employees, soliciting their feedback and suggestions. Most importantly, you need to use your results to inform your HR actions and interventions, such as improving policies, processes, training, communication, or recognition. You also need to monitor and evaluate the impact of your actions and report on your progress and outcomes.

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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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What are the best practices for employee satisfaction surveys in a competitive market?

1

2

3

4

5

6

1 Know your purpose

2 Choose your method

3 Design your questions

4 Engage your respondents

5 Analyze and act on your results

6 Here’s what else to consider

HR Consulting

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What are the best practices for employee satisfaction surveys in a competitive market?

1

2

3

4

5

6

1 Know your purpose

2 Choose your method

3 Design your questions

4 Engage your respondents

5 Analyze and act on your results

6 Here’s what else to consider

HR Consulting

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