Employee surveys, each of you has probably already participated in one and expressed your opinion on a certain topic. Maybe you are in the process of creating a survey. You may have noticed that every employee reacts slightly differently to such surveys and expresses sometimes more, sometimes less concerns in this regard. That is why it is all the more important to know what to look out for in surveys and which faux pas are definitely avoidable.
In times of home office, employee surveys in general are gaining in importance. The workforce no longer sees each other regularly and rarely has the opportunity to exchange ideas. As a result, conversations during the lunch break or brief exchanges in the hallway no longer take place. In addition to the everyday annoyances that can occupy one, the lack of exchange can also lead to resentment. While the employer can usually recognize a general mood in the workforce due to regular contact, this is currently more difficult. That is why surveys of the workforce or active employee appraisals are all the more important.
What is an employee survey?
An employee survey is intended to ensure a picture of opinions with the help of surveys. It is used to record the opinions and assessments of the employees of a company in order to evaluate them. In most cases, the surveys relate to the everyday work of the employees and their satisfaction with the company, as well as their relationship to superiors.
In order to successfully conduct a survey, certain aspects must be carefully observed. So that everyone really answers as he or she feels, the anonymity of the respondents must be guaranteed. Depending on the survey, it can also be useful to include the name and, if necessary, to ask further questions.
The choice of topics for the survey must also be taken into account. Here, for example, work motivation, general satisfaction, internal communication, working hours and vacation regulations and training and support needs as well as general occupancy are possible. Of course, more company-specific topics are also possible, but it must be considered whether an employee survey is the right means for this.
The three most common goals of a survey include assessing employee loyalty, optimizing work processes and ensuring quality. Care must be taken to formulate the questions as defusing as possible. Instead of asking, for example, “Where do you see Mr. Mustermann Need for improvement? ”, You would rather use this phrase“ How do you rate the cooperation in the team / department? ”.