To perform, a company needs productive, committed and motivated employees. For managers and HR managers, it is not always easy to understand the factors of employee well-being or dissatisfaction.
This problem can be solved by creating HR surveys within the company. These anonymously give employees a voice and make it possible to identify the elements that cause frustration, or on the contrary, those that make them feel good on a daily basis.
HR surveys, when properly conducted and analyzed, are valuable business performance tools.
To guide you in setting them up within your organization, we will detail several types of surveys that you can conduct. We will also give you tips on how to do them well and draw the most useful conclusions possible.
The different types of HR surveys
Here are 5 HR surveys that you can create within your company. It is not necessary to carry out all of them: focus on the most essential ones so as not to assail your employees with questionnaires.
The survey on working conditions
Good working conditions are necessary for your employees to be able to carry out their mission properly. They are the basis for the quality of life at work.
The questions to ask your employees to assess this criterion should focus on the adequacy of the equipment made available to them in relation to their needs, the layout of the spaces, their schedule, management, etc.
Employee satisfaction
To be motivated and efficient on a daily basis, their satisfaction is essential. To measure it, you can use An HR barometer.
This makes it possible to calculate both symptom factors (turnover rate, absenteeism, number of referrals, etc.), but also feeling indicators (eNPS, ESI).
The e-NPS
The Employee Net Promoter Score (e-NPS) is in itself a very good indicator to know if your employees feel good and involved in their company. To calculate it, you need to ask employees to answer the following question: “Would you recommend that those around you work for this company? ”. A score must be given, on a scale of 0 to 10.
People who gave a score between 9 and 10 are promoters. Between 7 and 8, they are neutral. Below, we consider them to be detractors.
The more promoters a company has, the more satisfied its employees are with their work. While this score is interesting to measure, it does not at all make it possible to identify possible areas for improvement.
The social survey
The social survey is a more advanced and detailed questionnaire. It can be addressed to all employees of a company or to a representative sample. It makes it possible to assess the feeling concerning the general functioning of the company, namely:
- management;
- internal and external communication;
- the work environment;
- the level of motivation and the factors that would improve it;
- the overall strategy of the company.
The social survey makes it possible to collect fairly detailed answers on subjects that are not always addressed within teams. Often, it is composed of both closed-ended questions in the form of multiple choice questions and open questions. These allow everyone to express themselves freely.
The engagement survey
Finally, you can conduct an engagement survey in order to assess the level of involvement of your employees. If the Calculation of the employee engagement rate can be done using various indicators, it is necessary that it be correlated to a questionnaire. The latter makes it possible to evaluate more accurate data concerning the points that need to be improved within the company.
If you want guidance in completing this survey, you should know that Gallup offers download an engagement survey template. This can be useful to make sure you ask the questions correctly as part of your survey.
As you can see, different types of HR surveys can be conducted in companies. To avoid overwhelming your employees with questionnaires, it is really important to focus on the most essential elements to measure. Wanting to assess everything at once could lead to a loss of relevance in the answers of your employees.
Succeeding in your HR survey: advice
To guide you in creating your HR surveys, here are our 5 tips.
Define your goals well
Before starting an HR survey, it is important to think carefully about the purpose of the survey. Based on this, you can choose the type of HR survey to conduct and define the questions to ask the participants. It's useless to want to measure everything: focus on the essentials.
Integrating managers into the process
It is essential that managers be involved in these types of initiatives. Working directly with the teams, they are the first to be concerned. They can act as relays to encourage employees to answer the questionnaire. They are also the ones who can benefit from employee feedback and modify certain daily processes to best meet their expectations. So don't forget to rely on them.
Create short, targeted and anonymous questionnaires
The shorter and more focused a questionnaire is, the easier it is to get answers and analyze them. It's really important to keep the number of questions to a minimum in order to get as much information as possible.
It is also essential to guarantee your teams that their answers are anonymous and that they meet the legislation on the processing of personal data (RGPD). If not, the feedback you collect may not be genuine.
Make a real assessment
It is useless to create an HR survey if you do not analyze the results obtained as a result of it. An assessment is therefore necessary and must be accompanied by a list of concrete actions to be taken.
For example, if you realize that your employees are not sufficiently committed, consider implementing a tool that promotes employee involvement. This is what the crowdfunding platform offers Teamstarter. If the attention paid to everyone's skills is low, consider setting up a program of Talent Management. Each area of improvement highlighted must be accompanied by concrete action.
Sharing the results with your teams
Finally, it is important not to keep the results of your HR surveys to yourself. If your employees have taken the time to answer your questions, it is perfectly normal to give them feedback. You can also share with managers and all participants the list of actions that will be implemented to meet their expectations. This then engages you to make them a reality.
Download our guide to the 35 essential questions for your employee satisfaction survey!
Get a comprehensive set of questions carefully selected to capture the opinions and needs of your employees.
📋 What you will find:
- Strategic questions to assess satisfaction and commitment
- Suggestions for measuring corporate culture and work environment
- Tips for improving communication and collaboration
Don't wait any longer to gather valuable insights!
👉 Download now to prepare an effective and constructive satisfaction survey!
There are various HR surveys to be conducted in companies. Choose the ones that suit your situation carefully and then pass a questionnaire to all of your employees or to a sample. To be useful, the HR survey must be targeted and analyzed in order to implement actions that precisely meet the needs of your employees. If you are new to this type of exercise, do not hesitate to rely on existing questionnaires or to use a specialized company.
Sommaire
