Advance guide to Employee Survey

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Great company culture starts with engaged employees. TINYpulse is a lightweight solution that captures anonymous feedback from your team to reveal insights, trends, and opportunities to improve retention, culture, and results.

Business

WHAT YOU NEED FOR HAPPY, ENGAGED EMPLOYEES
THE ADVANCED GUIDE TO EMPLOYEE SURVEYS

WHY DO YOU NEED EMPLOYEE SURVEYS?
EMPLOYEE SURVEYS INCREASE EMPLOYEE ENGAGEMENT
Engaged employees
Are 87% less
likely to leave
Have 66%
fewer absences

THEY’RE SHORT!
=
Participation
90%
Each survey includes
one simple question

On a scale of 1-10, how happy are you at work?
What drives you crazy, and decreases your
productivity at work?
INCLUDE ONLY ONE QUESTION
BINARY
Is your promotion and career path clear to you?
SCALE
(YES OR NO)
(ANSWER 1 THROUGH 10)
OPEN ENDED
(FREE RESPONSE)

44%
of employees will give recognition
to their peers when given a tool to do so
FEATURE A PEER RECOGNITION TOOL
Peer-to-peer recognition increases
engagement and helps build team spirit

HAVE A PLACE FOR
VIRTUAL SUGGESTIONS
Nearly 1 in 5 responses from employees
included a suggestion

?
HOW TO GET THE MOST OUT
OF EMPLOYEE SURVEYS

LEVERAGE UNEXPECTED QUESTIONS
If your company were an animal,
what would it be?
Keep things interesting and prompt
more insightful answers

DON’T FORGET ANONYMITY
Focus on WHAT not WHO
Anonymous surveys protect employees so they can speak the truth

SEND REMINDERS
higher response rate
after receiving a reminder
25-50%

TAKE ADVANTAGE OF SEGMENTS
JOB
FUNCTION
LINE OF
BUSINESS
OFFICE
LOCATION
?
Uncover pain points affecting unique groups in your organization

Compare your results to
other organizations
NEVER FORGET BENCHMARKS
Keep track of internal
performance

HOW OFTEN DO I SEND?
Send Them Frequently
WEEKLY BIWEEKLY MONTHLY
WHY?
Large gaps between surveys leave too much time between potential
issues and resolutions

DON’T EVEN BEGIN SURVEYING UNLESS YOU PLAN TO...
Explain the
survey
Share all the
feedback
Schedule review
meetings
Do something with
the feedback

PRIORITIZING FEEDBACK
Then tackle the
big stuff:
Start with the small,
easy stuff ﬁrst:
Lets you show
a commitment
to action
Lets you address
the things with major,
long-term impact

WANT MORE GREAT TIPS
ON EMPLOYEE ENGAGEMENT?
Subscribe to our blog!
Share and follow on
FacebookLinkedIn Twitter

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With the New Year upon us, taking the opportunity to collect, understand, and act on employee feedback is crucial. As you begin to set the stage for 2018, what areas are you focused on improving for your organization and employees? On February 7, we invite you to learn from Culture Amp’s Fresia Jackson, People Scientist, and Chris Woodcock, Customer Success Coach, as they guide you in conversation on how to craft your 2018 employee feedback strategy. You’ll learn: - Objectives of a feedback strategy - 5 simple steps to start your feedback strategy - How (and why) to customize your approach Webinar Link: https://www.brighttalk.com/mybrighttalk/channel/14789/webcast/294249

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Advance guide to Employee Survey

1. WHAT YOU NEED FOR HAPPY, ENGAGED EMPLOYEES THE ADVANCED GUIDE TO EMPLOYEE SURVEYS

2. WHY DO YOU NEED EMPLOYEE SURVEYS? EMPLOYEE SURVEYS INCREASE EMPLOYEE ENGAGEMENT Engaged employees Are 87% less likely to leave Have 66% fewer absences

3. WHAT DOES THE SURVEY look like?

4. THEY’RE SHORT! = Participation 90% Each survey includes one simple question

5. On a scale of 1-10, how happy are you at work? What drives you crazy, and decreases your productivity at work? INCLUDE ONLY ONE QUESTION BINARY Is your promotion and career path clear to you? SCALE (YES OR NO) (ANSWER 1 THROUGH 10) OPEN ENDED (FREE RESPONSE)

6. 44% of employees will give recognition to their peers when given a tool to do so FEATURE A PEER RECOGNITION TOOL Peer-to-peer recognition increases engagement and helps build team spirit

7. HAVE A PLACE FOR VIRTUAL SUGGESTIONS Nearly 1 in 5 responses from employees included a suggestion

8. ? HOW TO GET THE MOST OUT OF EMPLOYEE SURVEYS

9. LEVERAGE UNEXPECTED QUESTIONS If your company were an animal, what would it be? Keep things interesting and prompt more insightful answers

10. DON’T FORGET ANONYMITY Focus on WHAT not WHO Anonymous surveys protect employees so they can speak the truth

11. SEND REMINDERS higher response rate after receiving a reminder 25-50%

12. TAKE ADVANTAGE OF SEGMENTS JOB FUNCTION LINE OF BUSINESS OFFICE LOCATION ? Uncover pain points affecting unique groups in your organization

13. Compare your results to other organizations NEVER FORGET BENCHMARKS Keep track of internal performance

14. HOW OFTEN DO I SEND? Send Them Frequently WEEKLY BIWEEKLY MONTHLY WHY? Large gaps between surveys leave too much time between potential issues and resolutions

15. A FEW THINGS TO KEEP IN MIND...

16. DON’T EVEN BEGIN SURVEYING UNLESS YOU PLAN TO... Explain the survey Share all the feedback Schedule review meetings Do something with the feedback

17. PRIORITIZING FEEDBACK Then tackle the big stuff: Start with the small, easy stuff ﬁrst: Lets you show a commitment to action Lets you address the things with major, long-term impact

18. WANT MORE GREAT TIPS ON EMPLOYEE ENGAGEMENT? Subscribe to our blog! Share and follow on FacebookLinkedIn Twitter

Advance guide to Employee Survey

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