What are Employee Satisfaction Survey Best Practices?

May 4, 2017

Employee satisfaction is vital for employee motivation which drives them towards success. Satisfied employees are highly motivated to deliver superior products and services which in turn leads to greater customer satisfaction and spurt in sales. Thus, the importance of conducting periodic Employee Satisfaction Surveys can never be undermined. But it has been seen many times that despite been best of the intention of the human resource department the surveys, results in utter failure. To understand why this happens, as a human resource manager; you should find out what are Employee Satisfaction Survey Best Practices?

According to a study done by Gallup, “Companies with highly engaged workforces outperform their peers by 147% in earnings per share.” But the lop side of this rosy picture is a matter which is fast becoming a headache for the Human Resource managers. In the same survey, Gallup reported: “87% of employees worldwide are not engaged at work.” So even after spending so much on employee surveys and taking huge employee engagement initiatives what are factors which are eating the satisfaction or motivation level of employees worldwide?

The purpose of Employee Satisfaction Survey:

Employee Satisfaction Survey findings can become a valued management information tool and can be used to identify, simplify and prioritize job roles, monitor the effectiveness of change initiatives, establish performance, and coaching and mentoring objectives for managers, and provide metrics for the “people” quadrant of the balanced scorecard. But before conducting any random employee satisfaction or employee engagement survey, you, as a human resource professional; must understand what the Employee Satisfaction Survey Best Practices are and how to churn out the ROI (Return on Investment) from such surveys.

Employee Satisfaction Survey Best Practices:

1) Establish clear goals and objectives before you conduct any survey: Take time to chalk out the overall goals and objectives of the survey and define the anticipated return on investment. To do this do introspection by asking the question: “What does your company hope to achieve and what could be the desired implications on company performance post survey results are collated and communicated across all levels?

2) Focus on what you really want to measure: There are various triggers behind employee satisfaction, engagement, and motivation. Different employees are satisfied by different triggers and it varies from group to group of employees. There cannot be one size fit all survey.  So as human resource professional you need to conduct specific surveys on the specific department, units, and group of employees. If you plan to conduct a single survey for all employees make sure you keep the measurable factors behind employees’ satisfaction to the bare minimum.

3) Encourage employees to participate: Employee participation are a matter of concern. If there is a sizeable percentage of a dropout in attending the satisfaction survey, the result data fed into analytics would show wrong results. Employees should be encouraged by communicating that the survey responses would be kept confidential. This can be easily done if you employ a third-party HR vendor who conducts the online survey. And additionally, would result in huge cost savings.

4) Communicate results and reports back to employees post survey: Don’t keep the employees blind on survey results. As they have spent time and energy in the survey, communicate one-to-one the survey results even if it would take a considerable amount of time. This would bring transparency throughout the survey process. The employees would find their opinions are valued, and the organization intends to act on the employee satisfaction survey results to bring in positive changes in the organization.

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