4 min read | 25 March, 2019 By Rachael Down
Employee satisfaction surveys are a great way to discover whether your company culture is thriving or merely surviving. If they’re conducted anonymously, they give your staff the chance to say what they really think without fear of being reprimanded or discriminated against.
But what questions should you ask employees to herald the best results? We've done the hard work for you. Don't worry, you can thank us later.
Surveys are important. Employee satisfaction ranks up there too. What do you get if you put them together? An invaluable report of honest, anonymous information to help your company and it's culture grow. Like we've said before, if you don't ask, you won't know. Let's not pretend to be mind-readers and start honest conversations with our people.
When it comes to employee satisfaction in the workplace, it's important to ask the right questions. Here's what we ask in ours.
Each question is scored from 0 - 10. The higher the score, the more they agree. Feel free to add space for comments to explain their answer with specific details.
This focuses on organisational culture. If staff feel valued by their employer, they're more likely to want to prove their value to the company. It's a win-win. The more engaged they are, the more productive they'll aim to be.
'A bad workman always blames his tools.' He has a point. Regardless of how many motivational talks you give your staff, they need the right tools to executive their role efficiently. It doesn’t just mean making sure they have the right physical tools, it's about making sure they have the right pastoral support around them too.
Your leadership team can make or break staff productivity, morale and culture. By asking this question and calling for honest feedback, you'll quickly determine how satisfied your employees are with their managers and department heads.
Carefully evaluate the responses and refrain from personalising any negative comments, so you can learn to change.
According to Lynn Taylor, a workplace expert and coach, people work for more than just a pay-cheque. They want to feel like they are making a positive contribution and are valued by the business. If someone’s immediate manager isn’t doing that or worse still, is actively berating them or putting them down, they will quickly become disengaged.
If employees reveal they take a sense of pride in what they do it can be indicative of a positive company culture. Human motivation stems from a need for purpose. Check to see if your team take pride in their company roles and responsibilities.
Sometimes, stepping back and allowing more autonomy can really help develop a sense of ownership and pride within your organisation. Micromanaging has the opposite effect and can make your team feel inadequate for the role as well as underappreciated and untrustworthy.
If you've already invested in your company culture and successfully communicated your organisation's visions, expect to see cohesive and similar responses from this question. Your leadership team is responsible for driving an effective and thorough onboarding process, which ultimately teaches your employees what the company goals and priorities are.
Don't worry if the responses are negative or all over the place. At least you now know where you stand. Evaluate, revise and try again. If you're still stuck, check out our Culture Pledge pack. Whatever stage your company culture is at; it's filled with expert culture tips and processes to help you and your team develop.
This one expands on question five by asking the employee directly if they know where they specifically fit into the company goals. If they have a clear idea of what their role is and how it impacts on the wider business, then culture is good. If they struggle to articulate what they do or understand why they need to do it, then it may be time to address your onboarding process.
It’s in those moments of crisis that the effectiveness of your organisational culture is tested to the full. If your staff know who to turn to and can easily access necessary information, give yourself a pat on the back. This is usually a sure sign that you're managing your team well.
It's all about the tribe mentality. When individuals feel part of a team, their confidence soars. When contributions are valued and appreciated, you're likely to see an improvement in employee self-worth, and subsequently, their achievements.
Lack of team cohesion - on the other hand - can dampen creativity, reduce morale and make work for your staff more stressful. This will negatively impact business productivity, so it's important you take note and make adjustments.
Positive answers to this question will indicate that your organisational culture is thriving. It shows that you’re offering the right development, growth and workplace environment. It can also be an indication that you respect your employees’ views and ideas, promote diversity and offer the right amount of help and support to anyone experiencing difficulties.
If people respond negatively, it could be time to review your policies for employee wellbeing.
Achieving a good work-life balance is a key part of a healthy company culture and should therefore be on any employee satisfaction survey. Research reveals that employees who achieve a good balance work 21% harder and are 33% more likely to stay at their organisation.
A flexible working schedule is top of 68% of employees’ wish lists, followed 62% who want an appropriate workload.
We can't stress how important our employee satisfaction surveys are to improving authenticity and honest working relationships. They're not a one-time-thing. Feel free to use these in your company - at least twice a year - to record progress, learn from mistakes and Pledge to change your culture for the better.