Exploring employees’ satisfaction can be a daunting task— especially today, when work happiness is related to various factors. Different employees have different needs when it comes to the work environment. Therefore, the survey needs to consider the following: is the job meaningful or challenging enough, is the employee valued as a team member, and is there a balance between professional and personal growth?
When planning a satisfaction survey, consider some of the points below:
- The goal of the survey – your questions should always support the purpose of the inquiry. Wherever you plan to do a quarterly check-up of the employees’ mood or annual performance review, tailor the query to the goal.
- Indicators to watch – depending on the goal(s), indicators may vary far and wide. Use ones that translate to data more easily, like a self-assessment scale.
- Guaranteed anonymity – Many people are uncomfortable with speaking directly, especially if the subject is sensitive. Make sure that answers are recorded confidentially.
- Appropriate tools – In every job, you need the right tools to do it properly, and surveys are no exception. Use the best possible tools to obtain and keep the data. This is especially important if your company has a lot of employees.
Also, the question should be:
- Short – long questions tend to confuse participants, and they can lose focus on the subject.
- Non-implying – you do not need them to nod their heads. It would be best if you had their honest answers. Make sure that questions allow that.
- Specific – resist the temptation to add several topics in one question. Each one should deal with one subject, allowing participants to stay focused.
What are the questions that will reveal a lot about the current state of your employees? Here are the ones that will offer the most inquiry.
- How would you rate your happiness at work on a scale of 1 to 10?
Research shows that happy workers are 13% more productive than the ones not satisfied with their workplace. Leave a possibility for them to elaborate on their choice so that you can get a better understanding of their current state of (un)happiness. If your employees rate their happiness low, use that info to initiate necessary changes.
- Would you consider your job meaningful?
Around 32% of people are staying with the company because of a meaningful job. If they perceive their job as meaningless, you will likely lose them even with increased salaries and benefits. Think about using employee engagement software to make it easier to analyze this aspect of work.
- How challenged are you at work daily, on a scale of 1 to 10?
Boredom is one of the prime motivation killers. If employees often get assignments that are below their capacity, they will start looking for opportunities elsewhere. Again, offer them the possibility to elaborate answers. For some, this may be a temporary situation if they are between the projects or the team is (re)organizing.
- How would you rate your work-life balance?
Rest and recovery are essential for the happiness and mental stability of the employees. Occasionally they may be asked to take overtime and help their team finish the job. Otherwise, there should be a clear distinction between work and rest time.
- Is there a space for personal growth?
Challenge is essential because it pushes people out of their comfort zone and enables growth. By acquiring new skills, your employees increase the chance for promotion and increase in salary. Professional development positively influences employee retention, so make sure your employees can learn and improve in the work setting.
- Is your team supportive and inspiring?
Cohesion is an important aspect of teamwork. If there is a lack of support from team members towards each other, the group will function below their capacity, and individuals will struggle with their tasks. If the team is lacking inspiration, collaboration, and creativity will also plummet.
- Would you recommend our company to your friends to work?
It is not just popular brands that thrive on word-of-mouth. The same goes for businesses, especially if the brand ambassadors are their employees. If they are not sure about recommending the company to others, it may be a sign they are rethinking their future with you. Try to get to the bottom of this to understand their motivation and needs better.
- Do you feel at home in our organizational culture?
Every company has its way of life, consisting of relations between employees and the work environment. Employees are expected to fit into it and find their comfort. A negative attitude towards it seriously affects productivity and satisfaction with work.
- Hypothetically, if you would quit today, what would be the main reason?
People usually quit because of job dissatisfaction or inadequate salary and benefits. But sometimes, it can be about working hours (the employee may need flexibility because of family issues) or coworkers (a conflict that has been brewing for some time). Make sure to find that one thing that may drive them away.
This is by no means a comprehensive list, so feel free to tailor your plan to help you fulfill your survey’s goal. Just be ready to act on the data you get and introduce change when necessary.