Creating Your Survey2020-02-14T01:31:42+00:00

OUR PLATFORM

Creating Your Survey

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Listen to your employees’ voice across subjects and topics

Engagement

Regular employee engagement surveys across the whole organisation or specific team(s). Regular temperature and benchmark engagement.

Performance

Assessment of the performance of Line Managers. Understanding how people feel towards their line manager for a better employee experience.

Town Hall and Events

Survey taken throughout an event and post-event, understanding how engaged people are at the event, discovering if people have the desired emotions post-event, and gaining feedback in real-time at the event.

Transformation and Change

Measuring engagement during and after change, understanding how engaged people are during change and their feelings post-change, with the aim of enhancing the employee experience.

Employee Experience

Tracking employee experience within the company through training & development. Understanding how people are feeling throughout by requesting employee engagement feedback.

Values

Measuring the commitment to and adoption of values. Understanding whether people resonate with the values and if the values are being lived out.

Our integrated approach to employee engagement

How often should you undertake a survey? When it comes to employee engagement strategies, our view is that you should only survey as quickly as you can act. Once a year isn’t frequent enough, but every month can be too much.

We find a quarterly cadence works best with three further pulse surveys (focusing on just the key engagement questions) and deep dive surveys (on anything from diversity to well-being) following the baseline are the best way to see the benefits of employee engagement.

Survey rhythm

4

Four surveys per year

2

Two pulse surveys

2

Two deep dives into specific themes or issues arising from pulse surveys

Baseline: Establish the baseline engagement data by agreeing on what themes to include. Much depends on your context, culture, strategy and leadership.

We use themes including Connection & Belonging, Diversity & Inclusion, Enablement, Expectations, Leadership, Opportunities to grow, Plays to Strengths, Pride, Purpose & Vision, Recognition, Safety, Trust & Empowerment, Two-way Communication, and Values.

Three key factors that impact employee experience

(Credit to Jacob Morgan)

1

Culture

2

Technology

3

Physical space

Our integrated approach to employee experience

Measuring employee engagement couldn’t be more straightforward! Track an employee’s experience across different stages of their journey: from attraction & on-boarding, performance reviews, all the way through to exit.

Frequently Asked Questions

How can I engage employees?2019-12-06T11:12:21+00:00

There are many facets to this, and many different ways how to improve employee engagement, but the key way to keep employees engaged is to communicate with them. Finding out what it is that makes them tick, and what helps them to perform well is the first stage in keeping them engaged. As well as this, you’ll need to set objectives and goals that are concise and easy to understand. Using unrealistic goals will disorientate employees and make it hard for them to strive. A helpful and informed manager is needed to aid and monitor this process of engagement.

How do I boost employee engagement?2019-12-06T11:14:27+00:00

Training line managers and senior managers to engage positively with their employees is one of the first steps you can take in understanding how to improve employee engagement. The communication between employees and senior members within a business is crucial to motivating and encouraging employees to meet their goals. Using concisely-worded surveys and questionnaires to get a sense of any common problems is also a great way to ensure that employees feel their grievances are being resolved and that they should continue to strive within the company. Keeping track of these recurring problems is also advised to encourage employee satisfaction and trust.

How do I conduct an employee engagement survey?2020-04-15T13:46:15+00:00

First of all, you will need to consider what the aim of your employee engagement survey is: are you floating the survey to get a sense of how engaged they are, or are you using it to pinpoint an engagement problem?

The next step in conducting an employee engagement survey is to take into account any knowledge about employees’ experiences within the company. If you already know they’re concerned about their workload or their line management, then factor questions in about this in the survey.

Finally, creating the survey should have the aim of keeping their attention throughout. Your employee engagement questionnaire questions should be succinct and to the point, you don’t want any answers to come as a result of misunderstanding the questions. Our Engagement Specialists help you create the employee engagement survey questions.

How does change affect employee engagement?2019-12-06T11:12:58+00:00

Sometimes, when change is implemented in a company, it can initially be met with resistance. This resentment towards change can affect employee engagement negatively. However, building communication and asking employees about their concerns is the best way to move past this.

How important is employee engagement?2019-12-06T11:13:26+00:00

Companies who are wondering ‘why is employee engagement important?’ will need to know that it is vital for any business that wishes to keep hold of its best talent. It should never be underestimated what a difference it can make to an employee to know that their opinions and experiences have been listened to. Employees who feel that they are heard and communicated with about their experiences within a company are much less likely to turn in their resignation letter.

What is employee engagement?2020-04-16T09:15:49+00:00

Why is employee engagement important? Measuring employee engagement means how well company employees perform daily, and on top of that, to what extent they enjoy their work and workplace enough to keep working well. It looks at what is affecting employees on a day-to-day basis to keep them engaged, and what they are experiencing that might be influencing their performance.

What is employee experience?2019-12-06T11:14:59+00:00

Employee experience is how the employee sees and experiences the business they work for. It may sound like a simple explanation, but what is termed as ‘experience’ can constitute a number of factors. For example, in terms of how to improve employee experience, the way the office looks, the way they are treated and the technology and information are all features which could be changed to improve their experience. If you’re asking “why is employee experience important?” then it has many of the same significant reasons as employee engagement – employees who don’t have a positive experience within a company are much less likely to feel motivated, or even stay in the company.

Why should I conduct an employee engagement survey?2019-12-05T12:13:26+00:00

In part, what makes for a happy employee is the feeling that they are listened to. Part of the trick to avoiding a high turnover in a company is responding to employees criticisms and concerns. In terms of how it benefits your company, you should conduct an engagement survey to ensure that your employees are meeting their goals and progressing well within the business. Using one of these surveys gives you a sense of how well your employees are achieving and what needs to be improved.

‘We love the dynamic reporting of Inpulse software – it’s an effective, creative and user-friendly way for us to understand what’s going on as a prelude to having deeper conversations with our people.’

Lesley Swarbrick headshotLesley Swarbrick, HR Director at TI Media
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