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Which Survey to Use

Knowing what you want to measure right at the start will help you choose the right survey. Following are some examples of workplace surveys that organisations commonly undertake:

Employee Engagement/Culture Surveys

Scenario:You have noticed turnover and absenteeism is increasing, morale seems low and the company is falling behind competitors.

Businesses that are viewed as great places to work will achieve heightened performance and productivity. How well your business succeeds is largely dependent on the capabilities and engagement of your employees. This type of survey would help your business find out how employees feel about their place of work, their job and their working relationships.  It would illustrate how employees believe their efforts are recognised and rewards, what opportunities are available to them for promotions, their sources of frustration, as well as areas of satisfaction. If the organisation in the above scenario were able to implement actions to counter the issues by getting to the root cause of the problems, it could see performance improvement e.g. more engaged employees which may equate to less turnover and absenteeism.

360 Degree Individual Development Surveys

Scenario:  You would like to develop your team leaders to enhance their capabilities leading their divisions, thus enabling the business to achieve the planned strategic goals. But, how do you determine what areas need to be improved?

360 degree surveys can be a great tool to use as part of the employee development process. Individuals receive a full-circle of feedback on their performance from their manager, direct reports, peers and even customers and suppliers.  Viewing performance in this way means the information can be used as a catalyst for change and improving an employee’s performance in relation to their role and the strategic goals of the business.

Post-Appointment Surveys

Scenario:  Two employees have left your business within six months of starting, what is going wrong and how could you prevent this?  They say that the role and business don’t resonate what they were told when they joined.

A post-appointment (or new employee) survey is a powerful instrument to accurately pin-point gaps within the recruitment, selection, and induction/onboarding process. Research has indicated that the greater the match between the initial expectations of an employee and organisational reality, the less likely this person will leave within the first 12 months of employment. By gathering feedback and evaluating the similarities and differences between employee perceptions and reality, business owners and managers can measurably improve overall business efficiency with regards to the recruitment, selection, and induction processes.

Training Evaluation Surveys

Scenario:   You have devised your succession plans for the senior management roles within your business, how can you identify what skills, experience and abilities you to need to develop in those you hope to promote and develop to these critical roles?