When it comes to taking a pulse of company culture and the overall employee experience, it’s best to go straight to the source: your people.
As the backbone of your business, your employees want to feel valued and want to know they contribute to the bigger picture. Asking for their feedback via an employee pulse survey or an employee experience survey is an easy, effective way to get an understanding of what’s working and what’s not, to drive change as needed. To mitigate engagement-related risks, like burnout or turnover, listening to your people is key.
Not sure where to start? Below are four employee experience survey questions to deploy to your workforce so you can start making meaningful changes.
4 Employee Survey Questions to Understand and Improve the Employee Experience
1. How likely would you be to recommend this organization as a place to work?
One of the most common ways to gauge organizational sentiment is through an eNPS survey.
Based on the same net promoter score feedback tool consumer brands use to measure customer loyalty, eNPS scores rank employee loyalty, as well as a number of other engagement-related metrics.
If you’re looking to improve the employee experience, start by deploying the simplest of eNPS surveys, which ask people how likely they are to recommend your organization as a place to work. Responses are recorded on a scale from 1-10, which are then divided into the following categories:
- 9-10: Promoters — These employees are highly engaged, fulfilled at work, and loyal to a business.
- 7-8: Passives — These employees are neutral — they’re engaged but not necessarily fully committed to staying at an organization.
- 0-6: Detractors — These employees aren’t engaged/might be on the cusp of burnout.
Simply put, the more promoters you have, the better. If you’re collecting mostly passive or detractor-centric responses, that’s where you know you have room for growth. To calculate your average eNPS score and set a benchmark, use the following formula below:
While basic eNPS surveys are handy, they only scratch the surface of the employee experience. If you want to dig deeper into how people are managing their workloads, how teams are functioning, and how satisfied employees are with their work, deploy more-specific employee survey queries, like:
- How likely are you to get all of your work done within the 40-hour work week?
- On a scale from 1-10, how fulfilling do you find your work?
- On a scale from 1-10, how efficient do you find the team’s processes?
- How likely are you to go to your manager if you have a roadblock?
- On a scale from 1-10, how worried are you about burnout in your role?
Combined with your baseline eNPS ratings, this granular feedback allows you to pinpoint what is holding your people back, and how you can help.
2. Do you have the equipment/software/support to effectively do your job?
If you want to know where to make improvements across your organization, you need to ask your people explicitly how you can better support them. While employee/manager 1:1s are productive, they don’t always allow for the most candid feedback: some feedback might be better delivered anonymously, while other, larger issues might be completely out of a manager’s control.
Instead, deploy employee pulse surveys that deliberately ask your people if they feel supported to do their jobs. This surpasses managerial support — do your people have the tangible tools they need to effectively hit their goals? Do they have the proper software or equipment to perform their day-to-day responsibilities?
Distributing these surveys and collecting results via a platform like ChartHop can help you and your leaders better understand issues that might be affecting the bigger picture. When you slice-and-dice the responses with ChartHop, you and your business leaders can visualize resource-related gaps that may be affecting the employee experience, including budget, headcount, software/hardware, and professional development.
Functional managers should look at this data too, to identify team-related issues and advocate for change as needed. These could be large-scale — maybe team members consistently responded that they felt their accounting software was glitchy and outdated, which could signal to managers that it might be time to campaign for technology budget.
Or, it could be individualized — perhaps a team member with a disability doesn’t have the ergonomic office chairs and desk they had in the office, and their discomfort is impeding their ability to work. With this insight, managers can level-up the requests to get this employee the resources they need to better do their jobs and ultimately, foster a more engaging employee experience.
3. On a scale from 1-10, how would you rank how this organization values diversity/equity/inclusion?
It’s no secret that your diversity, equity, and inclusion initiatives significantly impact your employee’s experiences. Yet companies are still struggling to create healthy, safe environments for all. Last year, a Gallup report found that American workers reported experiencing some form of discrimination or harassment over the course of 12 months. Additionally, only around half of surveyed employees agreed that their organization had policies in place that supported diversity and inclusion.
With technology like ChartHop, you can distribute employee surveys that focus solely on your company’s DEI practices. Ask your employees to rank how the organization values things like fairness, representation, inclusion, and transparency. Then, give them the space to elaborate on their responses candidly.
Also, consider deploying a voluntary self-ID campaign that collects different aspects of identity and empowers leaders with a more complete picture of your workforce. Include core demographics such as:
- Sexual orientation
- Gender + pronouns
- Education + family education (to identify first-generation graduates)
- Marital + parental status
- Location (to identify time zones and working hours)
- Veteran status
When these results are aggregated and analyzed in a platform like ChartHop, stakeholders can work together to bridge gaps and create more inclusive, equitable initiatives.
Sample Self-ID form in ChartHop
Humanizing your people data also allows your leaders to identify trends that might be impacting underrepresented and marginalized employees. Although issues might not be surfaced in 1:1s, it doesn’t necessarily mean they’re not there. Having the tools to drill down into demographic data and DEI-related metrics can help uncover these trends, so managers are armed to have honest, informed conversations and cultivate an inclusive, equitable employee experience for all of their people.
4. Do you understand how your role contributes to the big picture/overall company goals?
Employees want to feel valued and know exactly how they fit into the bigger picture. Simply understanding the larger company mission, how they contribute to corporate goals, and how the organization is structured can add value to their overall experience.
Ask your employees if they understand how things operate and where they fit in. They don’t need to know the confidential ins-and-outs of the organization, but they should be equipped with the basic, core company insights.
In addition to deploying employee surveys like the one above, a People Analytics platform like ChartHop arms employees at all levels with a self-serve hub that grants them access to vital company and career-centric information. This puts them “in the know”, so they feel like they’re part of the company culture and have the right intel they need to better do their jobs. Such intel includes:
- Core company information such as the company’s mission, core values and rich employee profiles.
- Personalized career information that includes everything an employee needs to do their jobs and own their growth. From job descriptions to OKRs to upskilling plans, everything employees need to be successful lives in one, secure place.
- Organizational structure beyond names, titles and job descriptions. With ChartHop, employees can visualize everything fits together as a whole, and at more granular levels.
Empower your employees with the right insights they need to feel connected, inspired, and prepared to do their best work.
Listen Up to Make Meaningful Change
When it comes to driving change to cultivate an inclusive, engaging employee experience, it’s best to go right to your people.
As the backbone of your business, your employees want to know their opinions matter. Leverage employee experience surveys to drive the decisions you make about culture, engagement, and professional development. While change rarely happens overnight, take a proactive approach and communicate results efficiently, along with a plan of action. Your people need to know their voices have been heard and taken to heart.