Employee surveys: 6 common mistakes and how to avoid them
How to maximise your employee engagement surveys. Avoid these common staff survey mistakes for better insights and response rates.
Read MoreWell, hello there.
If you haven’t already figured it out, here at Stribe, staff surveys are kind of our whole thing.
In fact, we like to think we’re the best in the business. We’re not just good; we’re so good, even our surveys have surveys. So buckle up because you’ve just stumbled upon the Holy Grail of employee survey resources.
More free resources to help you step up your survey game
Ultimate Guide to Pulse Surveys The A-Z of Pulse Surveys Webinar: Employee Surveys 101
Employee pulse surveys are short surveys that are sent to employees regularly and are quick to complete. Because of their length, they can be sent more regularly than annual surveys.
Depending on the size and structure of the organisation this might be weekly, fortnightly, monthly, or quarterly. Pulse surveys are great for organisations that want to take an employee-led approach to their mental health, wellbeing, or employee engagement strategies.
They can be used to explore topics such as pay and rewards, burn out, mental health, financial wellbeing, and training and development. The insights from the surveys can then be used to understand how well your organisation is doing to support employees in these areas and how you can improve.
Stribe is definitely impactful on an individual basis and an organisational one... we've reduced staff attrition rates by 3.7% and also achieved a 7.5% reduction in stress-related absence rates.
Every organisation is different and benefits from a different pulse survey schedule – there is no ‘one size fits all’ rule for pulse surveys. However, with all those possibilities it can create more questions than answers. How can you make sure you get it right for your team?
Use our tried and tested framework below to help you decide on the best schedule for your employees.
Planning is the key to success with pulse surveys – and we don’t just mean the questions! Whether you’ve run none or 100 pulse surveys, it’s always good to take a step back and look at how you’re launching them to your employees.
We were looking for something that would level us up and help us achieve great survey engagement - and that was Stribe.
An important part of helping every voice be heard is accessibility and ensuring that the pulse survey software you use with your employees is easy to access regardless of location, access to technology, or disability.
There’s a science to the way you need to structure and send your questions to make sure you get the most out of them. If you don’t spend time thinking about the way your questions are structured, you risk creating more questions than answers when you try to analyse your survey results.
One of the biggest frustrations for employees who take the time to give thoughtful feedback is feeling like their comments are ignored. Asking the right questions and gaining good response rates in your pulse survey are only the first steps in the journey!
The most important part of your pulse surveys is developing an action plan and communicating the results so that employees can see that you are listening and acting on their feedback. Here are the steps we recommend:
How to maximise your employee engagement surveys. Avoid these common staff survey mistakes for better insights and response rates.
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