Employee survey feedback is a rich source of information for how to take an active role in developing and improving your company culture. While you might think you’ll get only so-so responses, data from our Employee Engagement Survey proves otherwise if done correctly:
90% response rates: When done correctly, you can enjoy response rates of 90% or more from your employees.
20% new suggestions: When given the opportunity, nearly 20% of all employees will proactively offer suggestions for ways they’d like to improve their workplace.
36% recognition: When peer-to-peer recognition is enabled on a survey platform, 36% of all employees will use it.
Even more remarkable, employees actually like taking employee surveys, so long as they are quick and easy. Just read what a few TINYpulse respondents have to say:
Awesome way of getting feedback and useful insights into the company culture! Not only to clear my own head, but also interesting to see what my colleagues think--Debbie T.
Thank you TINYpulse for allowing me to express my positivity -- Tony S.
It is very nice being able to speak w/ anonymity (sometimes it’s needed to get the conversation started) -- David T.
In our recently published Advanced Guide to Employee Surveys, we outline 20 great tips and tricks to launch effective, engaging surveys in your workplace. While we’ll let you read all 20 at your leisure, there are a couple points to always keep in mind with employee surveys:
Anonymity: You’ll want to create a safe place where employees are comfortable sharing both good and bad news. Keeping surveys anonymous does that, and gives employees the freedom they need to be honest.
Short & Simple: Surveys should not be a burden. Keeping them short and straightforward will increase the chance of employees actually responding.
Share: Don’t forget to share with employees the feedback you receive, even the bad news. Sharing signals that you aren’t afraid to hear what’s on their minds, even if it’s negative.
Action Plan: Employee disengagement grows when you ask for feedback and don’t do anything about it. Be prepared to act on the information you receive.
Repeat: Sentiment changes over time. Regularly sending out surveys lets you capture that change and react when you see dips in happiness.
There’s no time like the present to start asking your employees what’s on their minds. Doing so will be the first step you need to take for a richer, happier organizational culture.
Interested in learning more?
Stay posted for Part 5 in our series, launching next Tuesday, and learn how to use survey benchmarks to assess how good your company really is.