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As a wise employer once said, "Happy employees make for a happy workplace." It's true! The satisfaction and engagement of your employees can greatly impact the success and productivity of your company. So, how can you ensure that your employees are truly satisfied? Well, that's where employee satisfaction surveys come into play! In this comprehensive guide, we'll explore the best employee satisfaction survey questions and dive into the various aspects of crafting and analyzing these surveys. Let's get started!
Employee satisfaction surveys play a crucial role in measuring and improving employee engagement. When employees feel valued, motivated, and satisfied, they are more likely to be productive and loyal to their organization. These surveys help employers gauge the level of satisfaction among their workforce and identify areas that need improvement.
But it's not just about making employees happy. These surveys also provide insights into the overall company culture and its impact on employee satisfaction. By understanding the factors that drive satisfaction, employers can make strategic decisions to create a positive work environment where employees thrive.
One of the key benefits of employee satisfaction surveys is their role in fostering open communication within an organization. These surveys allow employees to express their opinions, concerns, and suggestions anonymously, creating a safe space for open and honest feedback. This fosters a sense of trust and empowers employees to contribute to the growth and success of the company.
Employee engagement is the emotional commitment an employee has to their organization. A high level of engagement leads to increased productivity, improved customer satisfaction, and reduced turnover. Employee satisfaction surveys help measure the level of engagement and identify actionable strategies to enhance it.
Surveys not only provide a snapshot of the current level of engagement but also serve as a tool for ongoing improvement. By regularly conducting these surveys, employers can track changes in employee satisfaction over time and assess the effectiveness of their engagement initiatives. This allows for continuous refinement and adaptation of strategies to ensure a highly engaged workforce.
Company culture plays a vital role in attracting and retaining top talent. Employee satisfaction surveys provide valuable insights into the culture of an organization. By assessing the satisfaction levels of employees, it becomes possible to identify areas where the culture may be lacking.
When employees feel valued, supported, and aligned with the company's mission and values, it cultivates a positive and inclusive culture . By addressing areas of improvement highlighted through employee satisfaction surveys, companies can nurture a culture that fosters innovation, collaboration, and overall job satisfaction.
Moreover, these surveys also serve as a powerful tool for benchmarking against industry standards . By comparing their results with industry averages, employers can gain a better understanding of how their company culture stacks up against competitors. This knowledge can inform strategic decisions and help organizations stay ahead in the race for top talent.
Now that we understand the importance of employee satisfaction surveys, let's dive into crafting the perfect survey. Here are some key elements to consider:
An effective employee satisfaction survey consists of well-thought-out questions that cover a wide range of topics. These questions should be clear, specific, and relevant to the employees' experiences and expectations. By carefully considering these key elements, you can ensure that your survey provides valuable insights into your employees' satisfaction levels.
1. Focus on both quantitative and qualitative questions to capture meaningful data.
Quantitative questions allow you to gather numerical data, which can be useful for tracking trends and identifying patterns. On the other hand, qualitative questions provide employees with the opportunity to share their thoughts and opinions in more detail. By combining both types of questions, you can gain a comprehensive understanding of your employees' satisfaction levels.
2. Use a variety of question types, such as multiple-choice, rating scales, and open-ended questions, to gather diverse insights.
By using different question types, you can gather a wide range of insights from your employees. Multiple-choice questions provide predefined options, making it easier to analyze and compare responses. Rating scales allow employees to rate their satisfaction on a scale, providing a more nuanced understanding of their experiences. Open-ended questions, on the other hand, give employees the freedom to express their thoughts and ideas in their own words.
3. Ensure the survey is anonymous to encourage honest responses.
Anonymity is crucial when it comes to employee satisfaction surveys. By assuring employees that their responses will remain confidential, you create a safe space for them to express their true feelings. This encourages honest and open feedback, which is essential for identifying areas of improvement and implementing effective changes.
4. Keep the survey concise and avoid overwhelming employees with too many questions.
While it's important to gather comprehensive data, it's equally important to respect your employees' time and avoid overwhelming them with an excessively long survey. By keeping the survey concise and focused, you increase the likelihood of higher response rates and more thoughtful answers. Remember, quality over quantity is key.
While crafting an employee satisfaction survey, it's important to be aware of the common mistakes that can hinder the effectiveness of the survey. Here are a few things to avoid:
Leading questions can bias the responses and compromise the integrity of the survey. Instead, strive for neutrality and ask questions in a way that allows employees to provide their genuine opinions and experiences without any external influence.
Remember that not all employees may be familiar with industry-specific jargon or technical terms. To ensure that your survey is accessible to everyone, use clear and simple language that can be easily understood by all employees. This will help prevent any confusion and ensure accurate responses.
Assumptions can lead to biased survey results. Instead of making assumptions about your employees' experiences or preferences, give them the opportunity to express their thoughts openly. This will provide you with a more accurate understanding of their satisfaction levels and help you address any issues or concerns they may have.
Repetitive or irrelevant questions can lead to survey fatigue and decrease employee engagement. To keep your employees interested and engaged throughout the survey, ensure that each question serves a specific purpose and contributes to the overall goal of the survey. This will help maintain their attention and ensure more meaningful responses.
Now, let's delve into the specific categories of questions that you should include in your employee satisfaction survey:
Job satisfaction is vital for employee well-being and productivity. Include questions that assess employees' satisfaction with their roles, responsibilities, and career development opportunities. This could involve rating scales to measure satisfaction levels and open-ended questions to gather specific feedback.
Good leadership is fundamental to employee satisfaction. Ask questions to evaluate employees' perceptions of their managers and supervisors. This can include questions about support, communication, and the effectiveness of leadership in providing guidance and growth opportunities.
The work environment has a significant impact on overall employee satisfaction. Inquire about factors such as work-life balance, teamwork, inclusivity, and organizational policies. This will give you insights into the areas where improvements can be made to enhance employee satisfaction and well-being.
Collecting survey data is only the first step. To truly benefit from employee satisfaction surveys, you need to analyze the results effectively. Here are some tips to help you make the most of your survey data:
When analyzing survey results, pay attention to patterns and trends in the feedback. Identify the key areas where employees are most satisfied and where improvements are needed. Look for common themes to gain a deeper understanding of the underlying issues or strengths within your organization.
Once you have analyzed the survey results, it's essential to take action and implement changes based on the insights you've gained. Share the findings with the management team, and collaborate to develop strategies and action plans to address the highlighted areas of improvement. Remember, taking action demonstrates that you value your employees' feedback and are committed to creating a better workplace.
Asking for honest feedback requires ensuring anonymity and creating an environment where employees feel comfortable sharing their thoughts. Let's explore some ways to achieve this:
Anonymity is crucial when conducting employee satisfaction surveys. It allows employees to provide honest feedback without fear of repercussions. Assure employees that their responses will be confidential, enabling them to express their thoughts openly and contribute to the improvement of the organization.
Increasing survey participation will enrich your data and ensure a more accurate representation of your workforce. Consider the following strategies:
By implementing these strategies, you can enhance employee participation and gather valuable insights to drive positive changes within your organization.
So, there you have it — a comprehensive guide to the best employee satisfaction survey questions. Remember, these surveys are not only a way to measure satisfaction but also a powerful tool for creating a positive work environment where employees feel valued and motivated. Take action based on the feedback you receive, and watch as your organization flourishes with the support and loyalty of your satisfied workforce!
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Struggling with disengaged employees and high turnover?
Employee satisfaction surveys might just be the game-changer you’re looking for.
They offer a direct line into your team’s thoughts and feelings, cultivating a high-performing work environment.
This guide will explore the ins and outs of employee satisfaction, how to effectively measure it with surveys, and the steps to take afterward.
We’ll also share the top 20 employee engagement survey questions to ask in 2024.
Use our free template to follow along .
Employee satisfaction measures how happy and supported your employees feel in their jobs and workplace.
It includes their feelings about their role, work environment, the appreciation they receive, and growth opportunities.
This metric directly impacts retention rates, team morale, and overall productivity—all vital for the long-term success of your business.
Employee satisfaction and engagement are related, yet they focus on different aspects of the workplace experience.
Satisfaction covers how content employees are with their jobs, including pay, environment, and work-life balance.
Engagement, on the other hand, measures how emotionally invested employees are in their work and the company’s goals.
It’s best to measure both metrics to keep your teams happy and motivated.
Measuring employee satisfaction helps you build motivated and high-performing teams.
Because satisfied employees are 31% more productive and are much more likely to care about their company.
Employee satisfaction surveys can truly make a difference. They:
So, it’s a straightforward, data-driven approach to maximizing your employees’ potential.
Crafting the perfect employee satisfaction survey requires a tailored approach to reflect your company’s current needs.
Yet, adding a few of the best, proven questions will give you a head start. For example, PARI GmbH achieved an impressive 80% survey participation rate by combining Honestly’s templates with custom questions.
We’ve put a selection of must-have employee survey questions you can use right away.
Kick off your survey with questions about the overall work environment to understand how your team feels on a larger scale.
This question uncovers how individuals feel about their daily work and responsibilities.
It can highlight roles or areas within the company where satisfaction is low, guiding you to implement necessary changes.
For example, you might see that people in certain positions or departments have lower satisfaction levels than their peers.
In this case, you can use the “Likert scale” survey question type with a series of emoticons.
This question helps you understand how your employees view the company culture and if they feel aligned with its values and objectives.
You can then use follow-up questions to clarify specific problems that impact their commitment and retention.
Your employees need to know they make a real impact in their organization.
The next set of questions lets you uncover how they perceive their roles and influence in your company.
Asking this question helps you align employee roles to their skills and assess the effectiveness of the current team structure.
Here, opt for a more traditional Likert scale using percentages to quantify the levels of agreement with a statement.
Celebrating success leads to more success.
Make sure your workers feel motivated to perform well and get the recognition they deserve.
This question reveals areas where increasing decision-making authority could boost employee satisfaction.
For instance, you might spot frustration related to micro-management and set up training for the company’s leadership.
Add open-ended questions for participants selecting negative responses such as “Disagree” or “Strongly Disagree” on standard survey items. This approach helps you figure out the specific issues your employees are going through.
Do you feel like analyzing so much text is a hassle?
Not if you use survey tools like Honestly! It analyzes all open-ended questions in your survey and generates comprehensive AI summaries.
Getting work-life balance right helps you keep burnout at bay and reduce employee churn.
Use these questions to see if work demands are tipping the scales, guiding you towards a more balanced approach.
Insights from this question help you create a more flexible and satisfying workplace—for example, by introducing hybrid work or reducing the number of meetings.
Asking this allows you to adjust assignments and expectations, making sure your employees don’t feel overwhelmed and burned out.
It’s essential that your team members have enough time to unwind away from work.
Identifying cases of work impacting personal time helps you create a healthier work environment and reduce stress levels.
This question evaluates whether you have flexible paid leave policies and their impact on employee stress levels.
Understanding team dynamics and leadership perceptions is key to boosting morale and creating a more collaborative culture.
Assessing the nature of coworker interactions shows you how to improve collaboration in your teams.
For example, a fully remote company might realize the need for in-person company retreats to get people together.
This question shows whether your employees feel supported and secure.
Continuously dealing with unrealistic demands can undermine team morale and lead to burnout.
Analyzing if there’s enough autonomy helps you enhance trust and innovation in task management.
Valuing employee opinions ensures everyone contributes their best ideas. Make sure they feel motivated and secure enough to speak up.
Compensation and benefits are both essential for employee satisfaction. As simple as that—workers with higher income report greater job satisfaction.
And, it’s essential to keep your remuneration packages competitive (and not just say so in the job description).
Whether your employees are content with their salaries can have a direct impact on workplace churn and motivation levels.
Asking this question helps tailor your benefit packages to better suit employee preferences.
For example, you might discover that your workers value access to a gym membership way more than, say, having a new foosball table in the break room.
Are there clear paths for advancement within your company?
Employees who see opportunities for promotion and career growth are much more likely to stay and perform better.
Make sure your workers have a solid vision of their future career development in your company.
If you spot potential problems, consider reviewing the current hierarchy and introducing internal leadership programs.
Asking this question can shed light on potential bottlenecks in your current appraisal system.
For example, some companies go on for years without performance reviews and salary increases, leading to low employee satisfaction.
The last set of questions analyzes the long-term intentions and external perceptions of your employees.
Understanding and improving these aspects can boost employee loyalty and grow your company’s reputation as a great place to work.
This question evaluates long-term commitment, serving as an early indicator of potential employee retention issues.
Think of this as a net promoter score (NPS) for your workplace. eNPS measures whether your team members are happy and engaged enough to vouch for the company.
This question is a straightforward way to gather actionable insights and fresh perspectives on enhancing the workplace.
Who knows? Maybe it’ll reveal some truly innovative suggestions.
The key to success? Creating a solid strategy and an action plan behind your employee satisfaction survey. Let’s see how you can do it.
Start by deciding what you’re aiming to discover with your research.
It might be tempting to cover every inch of workplace satisfaction in one go.
But, sometimes, it’s best to focus on specific areas like work-life balance or compensation to make your survey more meaningful.
For example, if recent events suggest deteriorating team dynamics, use your survey to dig deeper into this area. Questions about management, leadership, and the overall atmosphere in the workplace could be useful.
This way you make the feedback you receive directly actionable and add improvements where they’re needed most.
Next, write down questions that will help you achieve your survey goals.
Make sure they are easy to understand and complete .
It’s also best to avoid adding questions that make your employees uncomfortable and create ambiguity. For example:
It’s also a good idea to mix different types of questions, such as:
Make sure to provide clear instructions for each question type—especially for scales.
Finally, keep your employee survey questions direct and free from bias so that the feedback you receive is genuine and useful. For example:
Not sure where to start?
You can use pre-created employee survey templates like those offered by Honestly . Science-based (and two of them developed together with Freie Universität in Berlin), they help you ask the right questions the right way.
To use it, simply choose the survey type and get your questionnaire ready in an instant.
You can then add any changes and customize it the way you want.
The next crucial step is selecting the right survey platform and setting up your questionnaire.
Look for a survey tool that’s intuitive for both the creator and the respondents. Key features to assess include:
It’s best to look for a tool tailored to the specific needs of HR specialists and business executives.
Many generic survey tools lack templates and analytics you need to execute a successful employee survey .
For example, Honestly’s unlimited dashboards let you analyze, compare, and benchmark your survey results with ease.
You can also show different reports to different users—for example, providing team-specific statistics to team leaders and sharing broader insights with the HR team.
And, if you want to download the survey results, all responses will remain anonymous.
The tool’s powerful AI will also analyze all open-ended questions in your survey and generate in-depth summaries.
At this stage, your main goal is to generate maximum participation and gather meaningful data.
First, select the right time to share the survey. Avoid busy periods such as the end of the financial year or major project deadlines.
Next, explain why you’re conducting the survey—and why it’s important . Emphasize how this feedback will help you make tangible improvements in the workplace.
For example, if you’re researching work-life balance, explain that these insights could lead to adjustments in flexible working policies or the introduction of new wellness programs.
It’s also important to create an optimal distribution process . Here’s how:
1. Conduct a pilot test: Before rolling out the survey to the entire organization, select a diverse group of employees to participate in a pilot test.
It’s also a good idea to collect feedback from these people. This helps identify any confusing questions or technical issues with the survey platform.
2. Use various platforms : Share the survey across different channels (e.g., email, Slack, mentions during company syncs) and personalize your communications. For example:
3. Set a response deadline : Define a specific deadline to encourage timely participation—while giving your workers enough time to respond.
4. Incentivize participation : While not always necessary, offering incentives (e.g., entry into a raffle for completed surveys) can boost participation rates.
Finally, the real work begins: turning insights into impactful changes.
Sift through the survey responses and look for patterns and important trends.
Go beyond the surface : Segment and compare your data.
Are there any outliers across departments, teams, locations, and positions? Finding such patterns can be extremely useful.
For example, you could discover that one team experimented with changes that positively impact employee satisfaction—and introduce this change in other departments.
Or, you might see that some locations need better office premises.
Use Honestly’s heatmaps to automate this step. The tool will quickly spot and present all important insights you might overlook otherwise.
Finally, make sure to close the loop with your employees.
Share what you’ve learned from the survey and, more importantly, what you plan to do about it .
This step is crucial for building trust and showing your team that their voices lead to real change.
As you roll out these changes, keep the communication lines open and plan a follow-up survey.
Were the changes you introduced successful? Do you need to add further fixes? The survey will show.
Here are a few tips to make your employee satisfaction surveys effective and actionable.
Before launching your survey, clarify your objectives and only focus on areas where you can (and will) drive change.
It’s crucial to ask about issues where feedback can lead to real improvements.
This approach streamlines your efforts and demonstrates to your employees that they can impact bigger things in their company.
Getting buy-in from management is essential to achieve high survey participation.
When leaders actively underscore the survey’s importance, it signals to employees that their feedback will be taken seriously.
For example, encourage managers to highlight the survey’s importance in team meetings, emphasizing how feedback will shape workplace improvements.
For a deeper dive, mix the feedback from your surveys with actual performance numbers.
Seeing how satisfaction and work results line up shows you what really matters for your team’s happiness and success.
For example, you might discover that departments with high scores in “recognition for work” also show quicker project turnaround times.
This suggests that acknowledging employees’ efforts could be a key driver in speeding up project completion.
Consistency is key.
Make sure to launch employee satisfaction surveys regularly—be it annually, bi-annually, or quarterly.
It’ll help you track progress over time and keep a pulse on employee sentiment.
Grab our free Employee Satisfaction Survey Template to save time and dive straight into collecting valuable insights.
It offers a solid starting point for understanding your team’s needs and creating a fulfilling work environment.
Structuring an employee satisfaction survey starts with a clear, easy-to-follow layout .
Begin with broad questions about overall job satisfaction, then move into specific areas like work environment, team dynamics, and personal growth.
You can mix question types (e.g., multiple-choice, scale ratings, open-ended) to keep your survey engaging and gather varied insights. But, it’s still important to maintain consistency in the question types.
Finally, finish your survey with an open-ended question to let your employees share their thoughts. For example:
The number of questions in an employee satisfaction survey depends on several factors— including the survey’s scope, the topics covered, and the level of detail you’re looking for.
Try to strike a balance, keeping the survey both comprehensive and concise .
Ideally, your survey should not require longer than 10-15 minutes to complete.
A good employee satisfaction score generally sits above the industry average.
But, aiming for the 70-80% range is a solid target for most organizations. This score demonstrates a healthy level of happiness in your team.
Remember, though, the goal isn’t just to hit a number—but to understand the story behind the scores.
Organize a team meeting or a video call to share the results of your employee satisfaction survey.
Talk about what you discovered, what needs improvement, and what steps you’ll take next. Creating simple slides or charts will help you clarify the message.
Finish with a Q&A to answer any questions. You can also share a summary via email and messengers for those who didn’t make it to the meeting.
Your next steps will depend on your initial goals and the insights you gathered.
For example, if the survey highlights a need for better communication, consider planning team-building activities.
Facing issues with work-life balance? Then, flex-time or remote work options might be the answer.
Aligning your actions with specific insights helps you address issues that truly matter to your team.
Let’s keep it simple: Employee satisfaction surveys are your secret to building a happier team.
Use the feedback you collect to make real changes where they’re needed when they’re needed.
Honestly has got your back with powerful tools that make this easy.
So, dive in, listen closely, and watch your workplace transform.
Employee engagement: what modern chros need to know.
Increasing employee engagement starts with understanding your employees and their needs. Read our guide to learn more.
Discover the benefits of 360-degree feedback. Learn what questions to ask in the 360° surveys and best practices for conducting them.
Read to learn best practices for running employee onboarding surveys and discover 15 questions from our template. And the insights they offer.
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Market Research Specialist
Emma David, a seasoned market research professional, specializes in employee engagement, survey administration, and data management. Her expertise in leveraging data for informed decisions has positively impacted several brands, enhancing their market position.
Soliciting feedback from employees can be a mundane activity, but it doesn’t have to be! With the right human resource survey questions , you can actively seek actionable employee feedback without putting them through the harrowing process of filling out long-drawn forms.
HR professionals are deputed to foster an inclusive and positive environment in the workplace. An essential component of their job is to ensure employee satisfaction, and conducting regular surveys can be a forceful tool in their arsenal to accomplish this.
However, traditional HR surveys you send out at the end of the year won’t cut it anymore. It’s time to move on from the boring surveys your employees dread filling out!
You need a powerful set of questions and use an effective survey maker tool to create routine HR surveys that help you get objective feedback from employees.
To help you get started, we have put together 75+ best HR survey question examples for various business aspects. Find them below and begin crafting the most effective and engaging HR surveys for your organization.
Human resources surveys are integral to any organization’s internal feedback process. They help gather feedback in the workplace, ensure employee well-being and satisfaction, foster trustful relationships, and optimize organizational procedures.
HR surveys can be an opportunity to drive meaningful conversations within the organization. They can help survey everything from how the initiatives by the HR department are faring to the quality of the culture in the workplace. Furthermore, they can aid employee evaluation, as well as increase overall organizational efficiency.
There is a wide variety of business aspects that can be improved with the help of HR surveys.
These surveys gauge employee satisfaction and their likelihood of staying with your company. Moreover, they help track the effectiveness of HR policies, improve engagement, and reduce employee turnover.
Here are the most powerful HR survey questions for different use cases. These include a mix of open-ended , yes/no, star ratings, and other question types.
Examine the efficacy of your HR, policies, events, and operations. Know how well your HR team is serving the employees by seeking feedback and identifying areas of improvement in your procedures and practices using these questions.
Would you believe that only 32% of employees in the US are engaged in their jobs, while 17% of employees are actively disengaged?
To keep your employees from falling into this category, you must regularly track and make strides to improve employee engagement. Here are some questions to get started.
A key responsibility of the HR department is to ensure that the company’s values are reflected in the work culture. Here are some survey questions to identify how your workplace’s culture is perceived by the employees.
Insights into the overall experience of employees can be valuable for the HR department. Including questions such as these in your HR surveys can improve employee experience and keep them motivated.
Low employee satisfaction can be a nightmare for the organization. It not affects employee retention levels but also puts the effectiveness of your operations at risk. Here are some examples of employee satisfaction questions to include in your HR surveys.
Managing employee remuneration is a fundamental responsibility of the HR division. This requires tracking employee needs and knowing how satisfied they are with their current pay and allowances.
Track how satisfied the employees were with their recruitment experience. This knowledge can help you bring more high-value candidates to the company by optimizing the application and recruitment process.
Obtain feedback from employees on workplace safety as well as their overall state of mind when coming to work by using the following employee morale and safety survey questions.
Reviewing the performance of employees is essential for the HR department to recognize and promote them effectively. These surveys can be used to track performance by contacting peers and supervisors or providing opportunities for self-evaluation.
360 feedback surveys can help HR get a well-rounded understanding of the employees by gaining feedback from all the people that they work with.
Collect feedback from new employees on the effectiveness of your onboarding process through these survey questions. This will help you ensure high performance for new employees and reduce attrition by identifying areas for improvement in your current onboarding strategy.
Diversity and inclusion are critical in the workplace. Here are some questions to ask your employees to judge how they feel about your organization’s practices to promote an inclusive work environment.
Manager evaluation helps enhance your organization’s leadership competencies as well as provide employees an outlet for providing feedback. Here are some questions to include in your manager surveys.
In case employees decide to move on, the following exit survey questions will help you learn their reasons for leaving, enabling you to turn an unfortunate situation into an opportunity to improve your organization.
Human resources executives are tasked with keeping the integrity and culture of the organization intact. They are also responsible for recruiting and retaining employees. Since these are such high-stake operations, HR teams need to stay informed about the performance of their initiatives and policies at all times.
This brings us to the importance of creating an effective HR questionnaire. Let’s take a closer look at some of the benefits.
Surveys that help track employee satisfaction and gain insights into their opinions can help you stay updated with the overall health of your company. They can enable you to ensure that your employees are happy and that they feel valued in the workplace.
HR surveys are highly functional in reducing absenteeism and improving employee productivity. They can provide insights into high-stake business processes, allowing every employee to work more effectively.
HR surveys can help demonstrate that your organization sees value in the candid feedback of employees. This will build a trusting relationship that translates into improved employee satisfaction and reduced turnover.
Along with helping build trust, a human resources questionnaire can also serve as an excellent opportunity to discover areas of improvement in your organization’s proceedings and culture. They help discover bottlenecks in your organization and come up with ways to overcome them.
With more visibility into employees’ likes, HR executives can make better decisions. Implementing the feedback gathered from employees can allow organizations to improve the effectiveness of their day-to-day operations while paving the way for business growth.
Now that we have established how profitable an HR survey for employees can be for your business, there are some crucial points to keep in mind when creating these surveys.
Firstly, identify the most suitable time for delivering these surveys to get unbiased and usable feedback. The one-off HR surveys that companies share annually are not enough anymore. You must conduct routine surveys in order to gain valuable insights from your team members.
The next step is avoiding any form of survey bias to improve the quality of the responses that you get. Keep your surveys anonymous and short. Know the best HR survey questions to ask by selecting the most appropriate questions from the list mentioned.
Lastly, just as important as it is to administer the survey is to promote it among your employees. Encourage them to participate fully in the exercise and give you honest feedback to collectively work toward the organization’s growth. A powerful online survey software such as ProProfs Survey Maker can help accomplish all of this by enabling you to create the most objective HR surveys. You can get started immediately using pre-built survey templates and share your surveys with the respondents in a jiffy.
About the author
Emma David is a seasoned market research professional with 8+ years of experience. Having kick-started her journey in research, she has developed rich expertise in employee engagement, survey creation and administration, and data management. Emma believes in the power of data to shape business performance positively. She continues to help brands and businesses make strategic decisions and improve their market standing through her understanding of research methodologies.
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HR surveys are ways for companies to find out how their employees feel about things like job satisfaction , engagement, and the culture of the company .
HR teams are in charge of important business tasks like hiring and firing, onboarding and employee training , and engaging and keeping employees. As more and more companies see the link between how employees feel and how well the business does, the importance of good HR departments becomes clearer.
HR teams need to know what employees think and feel to do their jobs well and make the workplace a good place to work.
Surveys are one of the best HR tools because they give employees a chance to say what they think. In this blog, we’ll talk about the benefits of it, give you some examples of key HR survey questions, and show you how to set up HR surveys with QuestionPro.
LEARN ABOUT: Workplace Employee Experience Examples
A human resource survey is a questionnaire sent out to employees to obtain their continuous feedback and reviews to gauge employee morale, staff engagement, etc.
Generally, human resource surveys or HR surveys are used by HR Managers and the Management team and are kept anonymous for genuine and candid staff event feedback . This motivates the employees to be forthcoming, especially if they know their comments will be acted upon. Employee surveys are integral to employee feedback and a great way to communicate with employees.
It is not always feasible to meet each and every employee in an organization, especially with big enterprises. Online surveys act as an efficient proxy in such scenarios. Many organizations conduct such surveys annually or semi-annually.
However, it is a good practice to do it frequently or quarterly, depending on your study focus. Many organizations go after long surveys when they do it once or twice a year, but those surveys get lesser responses. You need to keep them short for a better completion rate.
LEARN ABOUT: Employee Experience Strategy
A recent study suggests that surveys with less than 12 questions record an average response rate of 83%!
HR surveys are an important way for companies to find out what their employees think, and there are several reasons why they are important:
There are many different kinds of such employee survey questions that can be used to get employee feedback. These 4 are the most important and basic types:
Recruitment is an important part of human resources that helps ensure the right people are on the team. Surveys can help with employee recruitment by showing what people like about an organization and what might be putting them off.
Here are some questions to think about for a survey on hiring:
Organizations need to know how their employees feel at all times. People may start looking for other jobs if they don’t like certain parts of their current jobs.
Unfortunately, most surveys only look at satisfaction, so we never get a true picture of the workplace. It is easy for managers or supervisors to change results to make themselves feel better.
Here are a few questions that will help you learn more about employee engagement and happiness:
Self-evaluations are an important part of the performance review process because they show how employees feel about their own work and how that compares to what their manager thinks.
It’s a good idea to do surveys often or every three months, depending on what you want to learn. Also, don’t use long surveys. Instead, keep them short and to the point so that more people will fill them out.
Take a look at these questions from an HR survey for self-evaluations:
LEARN ABOUT: HR Analytics
Describing an organization’s culture can be hard, but employees usually have clear ideas about it. It’s important for HR to know how employees feel about the company culture since that’s a big part of whether or not people stay or leave.
Culture-related questions also show how people see a company’s values and where management can make changes.
Here are some questions for a survey about the culture of the company:
There are a whole lot of questions that you can ask when you conduct an employee survey. Knowing what to ask and designing the right flow of questions is crucial to succeeding in getting employee responses.
We have highlighted some important questions that you should ask in your workplace surveys divided by various HR aspects. Let’s look at these hr survey questions below.
Transparent and frequent communication plays a significant role in the smooth functioning of an organization, be it external or internal communication . Both are equally important; external could be with your customers, vendors, etc., whereas internal would be with peers, supervisors, management, etc.
When preparing and conducting such a survey, you need to keep in mind all of the above elements. Below are some important questions you should include in your Company communications evaluation survey.
These kinds of surveys are conducted to measure how valued your employees feel in the organization. Tracking is essential to determine whether your employees are happy or not and how long they intend to stay with the organization.
The questions in a staff engagement survey are designed to understand the levels of engagement in the organization. Engaged employees play a key role in keeping your employees happy and acquiring new ones.
LEARN MORE: E mployee Engagement Survey Examples
Below are some of the most important questions that you should include in your employee engagement survey .
Employee experience is the sum of experience that an employee goes through in an organization from the time of hiring to their exit. Employee experience surveys are important to understand what areas of your people processes need looking into.
A typical employee experience survey should contain the below questions.
Conducting staff exit surveys are a good way to dig deeper into why your employees are leaving the organization. What is most crucial here is that you need to ask the right questions to get the right data. Without the right questions, your survey will get you nowhere.
Let’s look at some of the essential exit interview survey questions.
Work culture is the set of words, actions, values, and beliefs that make an organization what it is. It influences employee experience and their journey from being hired to when they retire or exit the organization.
A workplace culture survey is conducted to gather insights from the staff on how the organization’s culture is and how it can be made better. It evaluates how well-aligned an organization’s culture is with the values it propagates.
A workplace culture survey should contain the below questions.
There are numerous ways to improve staff motivation and engagement , and conducting employee motivation surveys is a good way to do that. You can track and measure staff motivation through online employee surveys and get pointers to improve it further.
An employee motivation survey should consist of the below important questions to get a good amount of responses.
An employee, over their tenure, works with numerous employees and colleagues. It is only fair their feedback is considered in the performance evaluation process. It is a holistic approach to evaluating an employee, and more and more organizations are embracing 360 degree feedback evaluations.
Here we will look at some important questions that should be asked in a performance review survey.
A 360-degree employee performance review survey questionnaire consists of questions that aid in gathering data from several stakeholders within an organization. This type of survey will help you collect data from peers, colleagues, superiors, etc., to build a wholesome picture of an employee’s performance.
This survey must have the below questions.
A staff satisfaction survey is a powerful 360 feedback tool that HR managers use to understand employees’ satisfaction with HR analytics . This survey helps management know the reasons for satisfaction dissatisfaction and probable measures that can be taken to improve workforce satisfaction.
Remember to include the below questions in your employee satisfaction survey .
Management evaluation surveys are conducted to understand the employees’ perception of the executive or management team. The management team decides the organization’s direction, workforce strategies , policies, etc., and hence plays a key role in employee experience, productivity, morale, and their intent to stay.
Make sure to include these questions in your management evaluation survey.
A human resource survey or HR survey’s purpose must be well-defined to ensure maximum responses or success. That is why we saw above the various types of questions and surveys that go into these templates. Let us now understand why we should conduct HR surveys.
LEARN ABOUT: Performance Appraisal Survey
QuestionPro workforce is a powerful survey tool that can be used to create, distribute, and analyze surveys for many different purposes, including HR surveys. You can use employee opinion survey questions . Those questions provide valuable insights into employee morale, enabling organizations to make informed improvements and foster an engaged workforce.
Here are some ways QuestionPro workforce can help:
QuestionPro workforce can help HR professionals get important information about engagement, satisfaction, and other important HR metrics. Using this powerful survey tool, the HR department can make decisions based on data that improve the employee experience and help the business succeed.
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40+ hr effectiveness survey questions to collect valuable feedback.
In the ever-evolving landscape of Human Resources, understanding the effectiveness of your HR practices is crucial. This is where an HR effectiveness survey comes into play, serving as a vital tool to gauge the impact of your HR strategies and policies.
The best way to assess the effectiveness of HR services is by using effectiveness surveys to gauge how your employees feel about them.
But not any survey will do. You need the right set of targeted questions to help you accurately tune into employee sentiment.
This post will:
Our goal is to help you craft a questionnaire that delves beyond surface-level inquiries, probing into the heart of your HR operations.
These questions are designed to elicit responses that reveal how employees truly perceive HR's role in their professional journey. From recruitment to training, development, and procedures and policies, each question is a step toward understanding your HR department's strengths and areas for improvement.
An HR effectiveness survey is a tool used to evaluate and measure the performance and impact of an organization's Human Resources department.
This type of employee feedback survey aims to assess how well the HR function meets the organization's and its employees' needs.
It typically covers various aspects of HR activities, including talent management, recruitment, training and development, benefits administration, and compliance with labor laws.
"The HR department is responsible for bridging the gap between employees and the organization. Successful HR teams strive to provide a positive experience for employees and make sure that their performance aligns with the company's objectives. They foster a culture that encourages growth and development and motivates employees to take responsibility for their roles." Matthew Ramirez, Founder of Rephrase Media.
This survey is usually conducted anonymously and can be distributed to all employees or a representative sample, including management and staff , to comprehensively understand the HR department's effectiveness. The results are then used to make data-driven decisions for improving HR strategies and operations.
A good HR effectiveness survey mixes Likert scale, open-ended, multiple-choice, long-answer, short-answer, and rating-based questions. This allows you to gather comprehensive insights, not just surface-level data on the state of your HR functions.
Collecting direct feedback from employees can help you understand how your HR team is performing in managing talent, implementing initiatives, communicating with employees, and creating a positive and healthy work environment.
HR effectiveness surveys also enable you to:
Here are some questions you can include in your HR satisfaction survey to measure performance across different HR service areas and identify opportunities to revamp your HR strategy.
1. When did you last interact with the HR team professionally?
2. Is the HR team polite, considerate, and respectful in their interactions?
3. Do you know who to reach out to with HR-specific questions?
4. Are policy changes in the company communicated to you on time?
5. Does HR respond to your inquiries and questions on time?
6. Are you confident that any conversations with HR are confidential?
7. How well does the company promote and enable open, honest, and transparent communication?
👀 Reasoning behind this line of questions: The methods, frequency, and quality of HR communications can increase or diminish employees' trust in the service and hinder their ability to do their jobs well.
8. How approachable is the HR team?
9. Is getting information from HR more difficult than it should be?
10. Are you comfortable going to HR with questions, complaints, or concerns?
11. Do the HR procedures required to do your job include unnecessary steps?
👀 Reasoning behind this line of questions: Since HR is the driver behind the wheel of many organizational operations such as compensation, policy implementation, performance reviews, and more, the service needs to be readily available to everyone when needed.
12. In the last [X] months, have you contacted HR for help with the following benefits services: payroll information, health insurance, annual/sick leave, dental insurance, training reimbursement, and/or retirement benefits?
13. Did you easily understand the information you received about perks and benefits?
14. Do you know how to access your employee benefits?
15. Are current HR policies effective in motivating and rewarding employees?
16. Does HR promote employee wellness and work-life balance?
👀 Reasoning behind this line of questions: The process for accessing rewards offered by the company needs to be accessible. Otherwise, employees will end up feeling frustrated or cheated.
17. What's your opinion on the quality and effectiveness of HR policies?
18. Does the HR department promote and maintain the company's culture and performance standards well?
19. Does the company do a great job of promoting diversity and inclusion in the workplace?
20. Do you think HR actions or decisions are biased in favor of any person or group?
21. Does the HR team continuously improve the work culture and environment?
22. Are HR procedures and policies appropriately communicated?
👀 Reasoning behind this line of questions: If the guidelines HR is creating are not fair or enforced consistently, it can harm employee relations and job performance.
23. Have you collaborated with HR in recruitment activities, and in what capacity (e.g., you interviewed for a role, served as a hiring manager, was part of the selection committee)?
24. Are current processes for recruiting new employees effective?
25. Are you satisfied with how long it takes to fill vacant positions?
26. Rate how well the HR team attracts and hires qualified talent. 1 - Very bad - 5 - Very well.
27. Are you happy with the quality and competence of new hires that HR provides?
28. What suggestion would you give to HR to improve their hiring processes?
👀 Reasoning behind this line of questions: If HR is not doing its best to source, recruit, and select talent for open positions, it can result in a longer time to hire, poor talent fit, and a low retention rate.
29. In the last [X] months, have you contacted HR for any of the following talent management services: training requests, personnel files, performance evaluations, and/or new hire onboarding?
30. Was the time it took to get HR's response to your request appropriate?
31. Is the way role responsibilities and expectations are defined in the company clear and satisfactory to you?
32. How effective is our performance evaluation system in acknowledging and rewarding your contributions?
33. Are you provided adequate learning and development opportunities to support your professional growth?
34. HR should provide employees with more training for/about?
👀 Reasoning behind this line of questions: When employees aren't given the resources and support to succeed at their jobs, they can't reach their potential and search for development opportunities elsewhere.
35. In the last [X] months, have you enlisted HR assistance for the following services: grievances, company policies, disciplinary actions, performance management, or interpersonal conflict?
36. Did the HR personnel you interacted with have the relevant knowledge to address your concerns or supply the needed information?
37. Does HR have a clear understanding of employee needs?
38. Would you agree that the HR team provides good and consistent service?
39. Do you feel confident that the HR department can help you resolve problems?
40. What is one thing HR should be doing that is currently not being done?
41. What is one thing HR is doing that you would like to put an end to?
42. How would you rate your overall satisfaction with the HR department?
43. Based on your experience with the HR staff, would you recommend this company to a friend?
👀 Reasoning behind this line of questions: It'll allow you to efficiently diagnose underlying issues and improve the quality of HR support to employee expectations.
Use these strategies to develop impactful questions and enhance the potency of your HR surveys:
Are you trying to identify ways to improve your HR operations?
Or do you want to measure employee satisfaction levels about specific HR activities or policies?
Knowing what you're trying to achieve, learn, or ascertain will help you focus on the survey question categories most essential to your needs. So, you'll develop targeted questions that delve into the heart of the matter and generate actionable insights.
The type of questions you ask will influence the responses you get and how insightful they will be.
Focus on crafting questions that align with your survey objectives and can bring you closer to the information you seek.
Use a combination of close-ended and open-ended questions to gather quantitative and qualitative data that considers different employee perspectives and experiences.
The fact that you're trying to gather important information to help you serve employees better doesn't mean you should cram your HR effectiveness surveys with as many questions as you can think of.
Be respectful of your employee's time and aim for a survey length that takes between 5-7 minutes to complete .
Any longer, you risk boring participants before they even get started or losing their attention midway through completing the survey.
Your employees are more likely to give their candid opinions when assured that it won't somehow come back to bite them.
Use anonymous surveys to gather feedback if you want accurate data that honestly represents what your workers think of your HR services. The promise of confidentiality can also result in increased survey participation rates.
You don't want employees to feel like they're in the line of fire. Using overly formal language and tone when drafting HR effectiveness survey questions can prompt participants to raise their guard and offer defensive responses instead of responding truthfully.
Keeping things light and framing your survey questions conversational will engage employees and make them feel at ease.
The platform you use to run your HR effectiveness surveys is almost as important as the questions you ask.
You want a quick and easy tool to use that supports anonymous employee feedback , offers ready-made survey templates, and allows you to analyze your survey data properly.
If you don't want to rely exclusively on surveys for evaluating the effectiveness of your HR practices, here are other measurement techniques you can implement:
A good way to evaluate and understand how your HR department impacts your organization positively or negatively is by tracking relevant HR metrics and key performance indicators.
For instance, if you want to assess your HR team's effectiveness when planning your workforce, metrics like cost per hire, time to fill, new hire turnover rate , eNPS scores , or engagement survey completion rate will come in handy.
➡️ Discover other key HR metrics for measuring the success of your HR team.
With 360° reviews , you can measure HR performance and shed light on the HR processes needing improvement by capturing feedback from all the different angles of the company structure.
This ensures a more comprehensive and nuanced appraisal of the department's overall achievements, HR skills and competencies , and role expectations.
Using the 360° feedback framework , the entire HR team or specific team members will receive and conduct downward feedback, upward review, peer feedback, and self-assessments to determine where they excelled and what they could have done better.
➡️ Use these 31 HR competencies to guide you in evaluating how your HR professionals are driving employee engagement and organizational growth.
Creating objectives and key results for your team's different HR functions is another way to monitor progress and assess effectiveness.
This agile approach involves setting clear and realistic goals for your HR staff and outlining the results or outcomes you'll use in tracking how they're progressing towards those goals.
Some may argue that OKRs are a superior tool for measuring performance to surveys because they deal with hard facts rather than subjective feedback. Remember that you may fail to prioritize the right HR OKRs without knowing what matters to your employees or their needs.
➡️ Check our guide for using the OKR methodology and concrete examples of HR OKRs you can set.
By comparing the results from your HR metrics and OKRs with your company's historical data or external standards for your industry, you can correctly determine the gaps in your HR operations.
You'll know the level of service employees expect to get from their HR representatives and where your team is falling short.
Suppose there are any policies or processes that your HR team is having remarkable success with compared to other organizations. In that case, benchmarking will reveal that, too.
Routinely conducting HR surveys is the key to unlocking valuable insights, streamlining processes, and developing personalized initiatives that boost employee happiness, job satisfaction, and productivity.
Zavvy's powerful employee survey platform can help you create and distribute engaging questionnaires to see what your workers have to say about your HR performance.
You can get an accurate picture of your HR's effectiveness with Zavvy's 360° feedback software and anonymous feedback tool that guarantees confidentiality, regardless of how many stakeholders you include in your review process.
Plus, Zavvy offers tons of ready-to-use survey templates , so you don't have to spend days designing your surveys from scratch.
📅 Ready to transform your HR unit into a high-achieving team beloved by all? Schedule your free demo to get started.
Berfu is an Employee Experience Specialist at Zavvy. She has a background in learning psychology and helps our customers get the most out of their people enablement programs.
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Surveys are associated primarily with market research and trying to understand the needs of the customer. But businesses that also engage employees and try to find insight into the company itself are also giving themselves an advantage over the competition.
Surveys provide you with an unbiased way to collect data on the entirety of your business, and at a significantly affordable cost. The ROI on any of these surveys is significant, and your business will see a near-immediate benefit. That’s why your company may want to consider human resource surveys. HR surveys are becoming more and more commonplace, and an important part of any business. If you’re committed to making sure you have the best run company available, you should strongly consider HR surveys.
Human resource surveys are designed to look at the employee on both a macro and micro level. As with all survey types, the only limitation is your own imagination. But traditionally HR surveys are used for:
You can use HR surveys when you hire new employees, in the recruitment process, when an employee is leaving the company, or you can use them to understand other businesses and what they offer that your company may not.
HR research is immensely valuable. Successful businesses find that these surveys allow them to improve nearly every part of the human resource process and provide a way to hire, motivate, and retain employees that few companies can do without them.
There are so many different ways to use HR surveys that your entire human resources department will improve its outcome dramatically. Here are a few examples of HR survey templates and questions:
Employee 360 Degree Evaluation Survey
Gather anonymous feedback about employees from people working most closely with them: managers, subordinates, co-workers, and customers.
Employee Job Satisfaction Survey
Measure employee satisfaction with their job, work environment, salary, and the leadership style.
Employee Benefits Satisfaction Survey
Find out how your company’s perks and benefits are perceived by your employees.
HR Training and Development Feedback
Get feedback from employees about the quality of your organization’s training and development programs.
Workplace Evaluation Survey
Conduct periodic evaluation surveys to measure employees’ satisfaction and productivity at the workplace.
Employee Exit Survey
Why are your employees leaving? What factors influenced their decision? Get some real feedback.
Recruitment Satisfaction Survey
Ask your recent hires about their experience with your recruitment team. Get the feedback you need to help you create a world class recruiting team.
New Employee Orientation Survey
Use this survey to evaluate your new employee orientation program.
Human resource surveys are a great way to get candid feedback from your employees that’ll help you create a healthier, happier, and productive workplace. At SurveyMethods, we provide affordable survey software tools to ensure that you are able to run your HR surveys correctly and analyze the data accordingly. Our pre-designed human resource survey templates can be used right away or can be customized to fit your specific needs. Looking for more survey examples and templates? Log in to your SurveyMethods account or sign up for a Free account today.
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Your information will be shared with these service providers where necessary to provide you with the service you have requested, whether that is accessing our website or ordering goods and services from us.
We do not display the identities of our service providers publicly by name for security and competitive reasons. If you would like further information about the identities of our service providers, however, please contact us directly by email and we will provide you with such information where you have a legitimate reason for requesting it (where we have shared your information with such service providers, for example).
Legal basis for processing: Legitimate interests (Article 6(1)(f) of the General Data Protection Regulation).
Legitimate interest relied on: Where we share your information with these third parties in a context other than where is necessary to perform a contract (or take steps at your request to do so), we will share your information with such third parties in order to allow us to run and manage our business efficiently.
Legal basis for processing: Necessary to perform a contract and/or to take steps at your request prior to entering into a contract (Article 6(1)(b) of the General Data Protection Regulation).
Reason why necessary to perform a contract: We may need to share information with our service providers to enable us to perform our obligations under that contract or to take the steps you have requested before we enter into a contract with you.
Indicating possible criminal acts or threats to public security to a competent authority.
If we suspect that criminal or potential criminal conduct has occurred, we will in certain circumstances need to contact an appropriate authority, such as the police. This could be the case, for instance, if we suspect that fraud or a cyber-crime has been committed or if we receive threats or malicious communications towards us or third parties.
We will generally only need to process your information for this purpose if you were involved or affected by such an incident in some way.
Legitimate interests: Preventing crime or suspected criminal activity (such as fraud).
We will use your information in connection with the enforcement or potential enforcement of our legal rights including, for example, sharing information with debt collection agencies if you do not pay amounts owed to us when you are contractually obliged to do so. Our legal rights may be contractual (where we have entered into a contract with you) or non-contractual (such as legal rights that we have under copyright law or tort law).
Legitimate interest: Enforcing our legal rights and taking steps to enforce our legal rights.
We may need to use your information if we are involved in a dispute with you or a third party for example, either to resolve the dispute or as part of any mediation, arbitration or court resolution or similar process.
Legitimate interest(s): Resolving disputes and potential disputes.
This section sets out how long we retain your information. We have set out specific retention periods where possible. Where that has not been possible, we have set out the criteria we use to determine the retention period.
Server log information: We retain information on our server logs for 3 months.
Order information: When you place an order for goods and services, we retain that information for seven years following the end of the financial year in which you placed your order, in accordance with our legal obligation to keep records for tax purposes.
Correspondence and enquiries: When you make an enquiry or correspond with us for any reason, whether by email or via our contact form or by phone, we will retain your information for as long as it takes to respond to and resolve your enquiry, and for 36 further months, after which we will archive your information.
Newsletter: We retain the information you used to sign up for our newsletter for as long as you remain subscribed (i.e. you do not unsubscribe).
Registration: We retain the information you used to register for as long as you remain subscribed (i.e. you do not unsubscribe).
In any other circumstances, we will retain your information for no longer than necessary, taking into account the following:
We take appropriate technical and organisational measures to secure your information and to protect it against unauthorised or unlawful use and accidental loss or destruction, including:
Transmission of information to us by email
Transmission of information over the internet is not entirely secure, and if you submit any information to us over the internet (whether by email, via our website or any other means), you do so entirely at your own risk.
We cannot be responsible for any costs, expenses, loss of profits, harm to reputation, damages, liabilities or any other form of loss or damage suffered by you as a result of your decision to transmit information to us by such means.
Your information may be transferred and stored outside the European Economic Area (EEA) in the circumstances set out earlier in this policy.
We will also transfer your information outside the EEA or to an international organisation in order to comply with legal obligations to which we are subject (compliance with a court order, for example). Where we are required to do so, we will ensure appropriate safeguards and protections are in place.
Subject to certain limitations on certain rights, you have the following rights in relation to your information, which you can exercise by writing to the data controller using the details provided at the top of this policy.
In accordance with Article 77 of the General Data Protection Regulation, you also have the right to lodge a complaint with a supervisory authority, in particular in the Member State of your habitual residence, place of work or of an alleged infringement of the General Data Protection Regulation.
You can find out further information about your rights, as well as information on any limitations which apply to those rights, by reading the underlying legislation contained in Articles 12 to 22 and 34 of the General Data Protection Regulation, which is available here: http://ec.europa.eu/justice/data-protection/reform/files/regulation_oj_en.pdf
Where you request access to your information, we are required by law to use all reasonable measures to verify your identity before doing so.
These measures are designed to protect your information and to reduce the risk of identity fraud, identity theft or general unauthorised access to your information.
Where we possess appropriate information about you on file, we will attempt to verify your identity using that information.
If it is not possible to identity you from such information, or if we have insufficient information about you, we may require original or certified copies of certain documentation in order to be able to verify your identity before we are able to provide you with access to your information.
We will be able to confirm the precise information we require to verify your identity in your specific circumstances if and when you make such a request.
You have the following rights in relation to your information, which you may exercise in the same way as you may exercise by writing to the data controller using the details provided at the top of this policy.
You may also exercise your right to object to us using or processing your information for direct marketing purposes by:
‘Sensitive personal information’ is information about an individual that reveals their racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, genetic information, biometric information for the purpose of uniquely identifying an individual, information concerning health or information concerning a natural person’s sex life or sexual orientation.
Our website may allow you to register ‘Sensitive Information’, however when we ask for this, you will be considered to have explicitly consented to us processing that sensitive personal information under Article 9(2)(a) of the General Data Protection Regulation.
We update and amend our Privacy Policy from time to time.
Minor changes to our Privacy Policy
Where we make minor changes to our Privacy Policy, we will update our Privacy Policy with a new effective date stated at the beginning of it. Our processing of your information will be governed by the practices set out in that new version of the Privacy Policy from its effective date onwards.
Major changes to our Privacy Policy or the purposes for which we process your information
Where we make major changes to our Privacy Policy or intend to use your information for a new purpose or a different purpose than the purposes for which we originally collected it, we will notify you by email (where possible) or by posting a notice on our website.
We will provide you with the information about the change in question and the purpose and any other relevant information before we use your information for that new purpose.
Wherever required, we will obtain your prior consent before using your information for a purpose that is different from the purposes for which we originally collected it.
Because we care about the safety and privacy of children online, we comply with the Children’s Online Privacy Protection Act of 1998 (COPPA). COPPA and its accompanying regulations protect the privacy of children using the internet. We do not knowingly contact or collect information from persons under the age of 18. The website is not intended to solicit information of any kind from persons under the age of 18.
It is possible that we could receive information pertaining to persons under the age of 18 by the fraud or deception of a third party. If we are notified of this, as soon as we verify the information, we will, where required by law to do so, immediately obtain the appropriate parental consent to use that information or, if we are unable to obtain such parental consent, we will delete the information from our servers. If you would like to notify us of our receipt of information about persons under the age of 18, please do so by contacting us by using the details at the top of this policy.
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If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.
Hello! If you are reading this, then you care about privacy – and your privacy is very important to us. Cookies are an important part of almost all online companies these days, and this page describes what they are, how we use them, what data they collect, and most importantly, how you can change your browser settings to turn them off.
A cookie is a file containing an identifier (a string of letters and numbers) that is sent by a web server to a web browser and is stored by the browser. The identifier is then sent back to the server each time the browser requests a page from the server.
Cookies may be either “persistent” cookies or “session” cookies: a persistent cookie will be stored by a web browser and will remain valid until its set expiry date, unless deleted by the user before the expiry date; a session cookie, on the other hand, will expire at the end of the user session, when the web browser is closed.
Cookies do not typically contain any information that personally identifies a user, but personal information that we store about you may be linked to the information stored in and obtained from cookies.
We use cookies for a number of different purposes. Some cookies are necessary for technical reasons; some enable a personalized experience for both visitors and registered users; and some allow the display of advertising from selected third party networks. Some of these cookies may be set when a page is loaded, or when a visitor takes a particular action (clicking the “like” or “follow” button on a post, for example).
We use cookies for the following purposes:
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| Persistent (1 Minute) | Performance | Used by Google Analytics to throttle request rate. |
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Our service providers use cookies and those cookies may be stored on your computer when you visit our website.
Google Analytics
We use Google Analytics to analyse the use of our website. Google Analytics gathers information about website use by means of cookies. The information gathered relating to our website is used to create reports about the use of our website. Google’s privacy policy is available at https://www.google.com/policies/privacy/
DoubleClick/Google Adwords
We use Google Adwords which also owns DoubleClick for marketing and remarketing purposes. Cookies are placed on your PC to help us track our adverts performance, as well as to help tailor our marketing to your needs. You can view Googles Privacy policy here https://policies.google.com/privacy
Facebook and Facebook Pixel
We use Facebook and Facebook Pixel to track our campaigns and to provide social media abilities on our website such as visiting our Facebook page, liking content and more. To view Facebooks Privacy Policy click here https://www.facebook.com/policy.php .
We use hubspot to manage our relationship with our customers and to track conversions on our website. You can view HubSpots Privacy Policy here https://legal.hubspot.com/privacy-policy
Most browsers allow you to refuse to accept cookies and to delete cookies. The methods for doing so vary from browser to browser, and from version to version. You can, however, obtain up-to-date information about blocking and deleting cookies via these links:
https://support.google.com/chrome/answer/95647?hl=en
https://support.mozilla.org/en-US/kb/enable-and-disable-cookies-website-preferences
https://www.opera.com/help/tutorials/security/cookies/
https://support.microsoft.com/en-gb/help/17442/windows-internet-explorer-delete-manage-cookies
https://support.apple.com/kb/PH21411
https://privacy.microsoft.com/en-us/windows-10-microsoft-edge
Blocking all cookies will have a negative impact upon the usability of many websites. If you block cookies, you will not be able to use all the features on our website.
identifying areas for improvement, and taking action to create a more fulfilling workplace. With our powerful questionnaire and form generator, you can create custom surveys that capture employee feedback, giving you the data you need to boost employee retention, productivity, and happiness.
80+ languages, 28+ question types, job satisfaction survey templates.
How to create effective job satisfaction surveys, 1. define your goals.
Begin by defining your goals and objectives for the survey, such as identifying areas for improvement or measuring overall job satisfaction levels.
Use a mix of closed-ended and open-ended questions to gather quantitative and qualitative data on job satisfaction factors like work-life balance, compensation, and career growth opportunities.
Keep the survey short and focused to maintain participant engagement and minimize drop-out rates.
Make sure to include demographic questions to better understand how job satisfaction varies across different employee groups.
Use clear and concise language in your survey questions to minimize confusion and ensure accurate responses.
Consider offering incentives or rewards for survey completion to increase participation rates.
Use a variety of survey distribution methods, such as email invitations and social media, to reach a wider audience.
Consider conducting follow-up surveys or focus groups to dive deeper into specific job satisfaction issues that arise from the initial survey.
Provide clear and actionable feedback to employees based on survey results to demonstrate that their feedback has been heard and valued.
Continuously evaluate and adjust your job satisfaction survey process to ensure it remains effective and relevant to the needs of your organization and employees.
With LimeSurvey’s powerful online Job Satisfaction Survey Builder, you can create customized questionnaires and forms that accurately measure employee engagement, motivation, and overall job satisfaction. Our user-friendly survey creator will help you gather reliable data, analyze feedback, and take the necessary steps to improve your workplace culture and retain your best talent.
Similar categories, best job satisfaction questionnaires and feedback forms.
Limesurvey is trusted by the world's most curious minds:.
How to build the perfect human resource survey and questionnaire.
Although surveys are generally associated with gaining customer feedback or curating market research , they're also quite handy for human resource departments. By garnering the opinions of employees, HR surveys give companies insight into how they are functioning, which can help managers learn more about loyalty and productivity issues while also making employees feel heard. Human resource surveys are also a great tool to improve employee efficiency.
Keep reading to discover how you can use HR surveys for your business and how to build the perfect human resource survey and questionnaire, including using SurveyPlanet’s handy HR survey template and questions.
You don't need fancy HR survey software to design human resource surveys. Whether carrying out an employee onboarding survey or a human resource management questionnaire, SurveyPlanet is the perfect option for any survey . We provide an unrestricted number of surveys, the collating of as many responses as needed, and an unlimited number of questions. All this with our free account.
It's important to find HR questionnaire software that includes all the features needed to create and analyze surveys. SurveyPlanet has a variety of aesthetic themes, pre-made survey questions, and SSL-protected survey responses (which guarantees that only you can view the results). Responses can be gathered anonymously and easily embedded into a website if that is the best course.
By upgrading to a Pro account , you gain access to amazing features, including white-labeling the survey with your brand and giving employees a survey-length estimate . The Pro account also features question branching , which enables further examination of an issue based on how an employee answered a previous question. This furnishes the ability to create a unique survey experience for each employee based on the course of their answers. The Pro account also supplies different export options , the ability to add images to questions or answers, and many other exclusive features.
When it comes to a company's success, the motivation of employees is incredibly important. Gain needed insight about how to better motivate employees—and thus bring greater success to the business—with a well-executed human resource questionnaire.
Begin by finding ways to encourage employees to participate. Without a high participation rate, the information needed will not be forthcoming. Increase participation rates with incentives like raffles or a small prize for submitting answers.
Writing effective human resource (HR) survey questions is crucial for gathering valuable insights from employees and improving various aspects of an organization's HR practices. Read our blog to find some guidelines that will aid in writing effective HR survey questions (and other types of survey questions as well) .
In the meantime, here are 17 steps to follow to keep human resource survey questions on track:
Effective human resource (HR) survey questions help gather valuable feedback from employees and identify areas for improvement within an organization. Here are some good HR survey questions to consider:
Remember to analyze the survey results carefully and take action based on the feedback received to enhance the work environment, employee satisfaction, and overall organizational performance.
When creating an employee HR survey, it is beneficial to reassure respondents that the survey is completely confidential. If employees feel like they will get into trouble due to their responses, it is vital to stress to them that their answers are incognito and that the survey is strictly for organization-wide feedback. To establish trust and lay the groundwork for future surveys, once the survey is completed report the results throughout the company.
When creating a questionnaire for employees, be mindful of the phrasing of questions. Make sure each is relevant to specific participants. To create different survey questions for different departments, split the survey into different paths using question branching. Every employee should be able to actually answer any question asked of them.
Don't worry if you are not a seasoned survey writer—we've got you covered. Dig into our treasure trove of survey knowledge , where you will find detailed guides for everything from writing a great survey introduction to well-written examples of good survey questions !
As a final best practice suggestion, make sure to use the feedback received from a survey. Employees won't want to fill out surveys if they don't feel like doing so helps promote change.
By following these best practices, expect a higher response rate and better-quality answers from human resource surveys moving forward, which will prove to be very helpful tools to add to the corporate toolbox.
It might seem challenging to develop the correct questions to ask employees. For example, there's a difference between HR effectiveness survey questions, exit survey questions, and work-life balance questions. Luckily, SurveyPlanet has the HR survey templates you need to get started.
The correct employee benefits can greatly improve staff performance—which will only benefit a business. To find out which benefits are most important to employees, give them an annual employee benefits survey. The responses will make clear which benefits they care about most, even the possibility that most employees would prefer expanded benefits over a pay raise.
The information gained from this kind of survey is crucial for employee retention and overall performance. Questions can relate to paid time off (PTO), health insurance, the benefits compared to other companies, parental leave, free meals, flexible hours, remote work, etc.
HR survey questions can come in the form of multiple-choice answers, ratings, scales, ranges, scores, short answers, or even essay responses. Use our wide variety of HR survey question options to find the answers you need.
Learn more about employee benefits surveys
Another common type of HR survey is an employee exit survey. Whether they retire, quit, are fired, or finish their contract, such surveys supply insight into an employee's experiences while working at a company. This provides valuable data into exactly why they're leaving or didn’t work out as employees. Such feedback can highlight aspects of your business culture that need improvement, which will help improve the employee experience and overall work environment. Such actions will increase employee retention rates moving forward.
Learn more about exit survey surveys
Want to find out if the human resources department is doing a good job? Send employees an HR feedback survey and ask questions about how the HR department could improve the lives of employees. Such surveys can provide feedback about the department's hiring practices, communication quality, ability to solve problems, and much more.
Learn more about HR feedback surveys
Do your employees have a healthy work-life balance? Is their workload sustainable?
A work-life balance survey provides information about whether employees are working overtime off the clock, feeling overloaded, or don't have enough work during certain parts of their schedule. Questions can also be asked about the projects employees are working on to better understand what they enjoy and what's giving them trouble.
A healthy work-life balance improves employee performance by improving the work experience. Send a survey out several times a year to better understand the peak periods that employees experience and when hiring more permanent or temporary staff might be required. Additionally, ask about projects or employee roles that might also be of interest.
Learn more about work-life balance surveys
An employee engagement survey measures the motivation and engagement that employees are experiencing. It is a form of a satisfaction survey. An employee engagement survey will provide feedback about satisfaction levels regarding the management team, the daily tasks of employees, and how they feel in general about working at your company.
Such feedback helps improve employees' experiences, which results in better workforce performance and greater overall satisfaction with management and team functions.
Learn more about employee engagement surveys
Human resources can use feedback surveys to gain more insight into job and employee satisfaction in the workplace. Comprehensive surveys that seek employee input about what they most and least enjoy about their jobs enable HR to make adjustments that increase employee morale and job satisfaction. Surveys can also help the human resources department direct employees on the correct career path.
Learn more about job and employee satisfaction surveys
Does your business have a good company culture? Human resource surveys help to improve company culture simply by supplying information about what could be better. Use a company culture survey to find out what the company vibe is like and what can be done to make it better, which will enhance the work environment and have a positive effect on employee performance.
Learn more about company culture surveys
A company's leadership and management teams set the tone for the rest of the operation. A leadership and management effectiveness survey is a great way to discover whether or not employees are getting the supervision they deserve. Use insights from such surveys to pinpoint the strengths and weaknesses of the leadership team.
Learn more about manager surveys
Ready to start gaining valuable insights from your employees? Sign up for an account with SurveyPlanet to create your first HR survey questionnaire. Or browse through our templates to find the right survey for you.
Free unlimited surveys, questions and responses.
And they give employees the chance to feel heard.
Companies are using cool new machine learning algorithms that crunch big data to measure engagement and forecast turnover risk. So who needs clunky, time-consuming employee surveys? You do. For decades, having regular employee opinion surveys has been on evidence-based lists of high-performance HR practices. And internal research at Facebook suggests that it would be a big mistake to abandon them, for three reasons: They’re still great predictors of behavior, they give employees the chance to feel heard, and they’re actually a vehicle for changing behavior.
Once upon a time, surveys were a staple for every leader to solicit feedback and every company to assess engagement. But now, surveys are starting to look like diesel trucks collecting dust in the age of electric cars. Companies are using cool new machine-learning algorithms that crunch big data to measure employee engagement through email response times and network connections outside one’s core team , and forecast turnover risk by tracking signals like how often employees update their resumes. Who needs a clunky, time-consuming survey where some employees only tell you what you want to hear, and others don’t bother to respond at all?
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Request permission to republish or redistribute SHRM content and materials.
The HR department wants to know how well we are serving our employees/internal customers. We would appreciate it if you would take the time to complete this survey. Please feel free to suggest improvements in any area.
Some notes about the survey:
Using a scale of 1-5, with 5 being strongly agree and 1 being strongly disagree, please select one response for each statement.
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I have good access to HR staff for advice and assistance. | ||||||
When I contact the HR department, I usually receive help in a timely manner. | ||||||
HR is available on the days and hours I need. | ||||||
The HR department makes sincere attempts to answer my questions or assist with problems. | ||||||
Getting HR information is more difficult than it should be. | ||||||
Comments or suggestions for improvement: | ||||||
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HR exhibits a solid understanding of HR issues. | ||||||
HR provides accurate, helpful information. | ||||||
Information or assistance from HR staff is not always provided promptly. | ||||||
Information is provided in a clear manner and is easy to understand. | ||||||
HR provides service in a courteous manner with a good attitude. | ||||||
Comments or suggestions for improvement: | ||||||
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HR adequately communicates changes in benefits and company policies. | ||||||
Changes to policies and procedures affecting my work are not always communicated timely. | ||||||
HR provides information that is accurate and requires no rework. | ||||||
The frequency of communication from HR staff is sufficient. | ||||||
Comments or suggestions for improvement: |
This section deals with a variety of programs and services offered through the HR department. Please rate your satisfaction level with the way they are handled. Using a scale of 1-5, with 5 being very satisfied and 1 being very dissatisfied, please select one response for each statement.
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Programs and Services | 5 | 4 | 3 | 2 | | N/A | |
Job applicant screening | |||||||
Job posting process | |||||||
Pre-employment testing | |||||||
New employee orientation | |||||||
Employee handbook | |||||||
Advice on employee/personnel issues | |||||||
Benefits information | |||||||
Benefits open enrollment process | |||||||
Retirement planning information | |||||||
Employee recognition events | |||||||
Manager and supervisory training | |||||||
Other programs and services: | |||||||
Comments or suggestions for improvement: | | ||||||
Use this space to indicate any suggestions for improved productivity or customer service.
____________________________________________________________________ ____________________________________________________________________ ____________________________________________________________________
Name: ______________________________________________
Department: _________________________________________
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
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An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
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The value of HR surveys. HR surveys gather valuable insights that can guide business decisions. "Surveys are used by HR and the management team for genuine and candid staff feedback," says Sara Graves, founder of USTitleLoans, a company that helps car owners get peer-to-peer loans."The surveys can drastically improve how a company evaluates talent, trains employees, and improves employee ...
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The SHRM Voice of Work Research Panel is a diverse group of HR professionals who represent U.S. organizations and the HR profession by serving as the voice of all things work, workers and the ...
Employee satisfaction surveys help measure the level of engagement and identify actionable strategies to enhance it. Surveys not only provide a snapshot of the current level of engagement but also serve as a tool for ongoing improvement. By regularly conducting these surveys, employers can track changes in employee satisfaction over time and ...
Make sure to launch employee satisfaction surveys regularly—be it annually, bi-annually, or quarterly. It'll help you track progress over time and keep a pulse on employee sentiment. Free Employee Satisfaction Survey Template. Grab our free Employee Satisfaction Survey Template to save time and dive straight into collecting valuable insights.
Employee Satisfaction Survey: 30 Questions for Success
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The attitudes and opinions of your employees are strongly tied to human resources areas such as employee benefits, global HR and staffing. Overall, HR surveys can help you connect your employees' roles, work, and performance to business goals. Survey results will shed light upon the metrics you want to track, and you'll have the ...
9. Employee satisfaction HR surveys questions. A staff satisfaction survey is a powerful 360 feedback tool that HR managers use to understand employees' satisfaction with HR analytics. This survey helps management know the reasons for satisfaction dissatisfaction and probable measures that can be taken to improve workforce satisfaction.
40 HR Effectiveness Survey Questions to Collect ...
HR Survey Templates and Questions
Use this survey to evaluate your new employee orientation program. Human resource surveys are a great way to get candid feedback from your employees that'll help you create a healthier, happier, and productive workplace. At SurveyMethods, we provide affordable survey software tools to ensure that you are able to run your HR surveys correctly ...
The employee satisfaction survey includes a range of questions pertaining to job satisfaction, work-life balance, opportunities for professional growth, compensation, and benefits, as well as supervisor support, aiding employers in understanding their employees' sentiments towards their work environment.
Employee Survey: Satisfaction with Health and Dental Insurance. Employee Survey: Satisfaction with 401(k) Plan. Diversity Survey. Employee Survey: Diversity, Equity and Inclusion. Exit Interview ...
conducted the Job Satisfaction Survey since 2002 The overall results, illustrated in figures, are included throughout the report with the corresponding text The more in-depth analyses are listed ...
The Gartner Employee Diagnostic Suite is a collection of employee experience surveys (Recruiting Effectiveness Diagnostic [RED], Onboarding Experience Monitor, and Departure View Exit Survey) that helps HR leaders: Measure employee satisfaction and engagement. Understand the reasons for an employee's departure.
Human resource surveys: HR questions & examples
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The results also show that there is a significant relationship between employees' involvement in decision making and job satisfaction (V = 0.294, p<0.05); non-monetary rewards and job retention ...
i Reuse Permissions. Download: Employee Survey: Job Satisfaction. . Please answer each of the following questions by selecting the rating number you think is most appropriate. Feel free to make ...
We investigate whether boards of directors reward and punish chief executive officers (CEOs) based on employee satisfaction ratings. Using data from Glassdoor, we find that CEOs tend to receive larger bonuses when employee satisfaction ratings increase. Similarly, we find a higher rate of CEO dismissal when employees become less satisfied.
In 2015, employees' overall satisfaction level with their current job—at 88 percent—was the highest satisfaction level seen on the SHRM survey in the last 10 years. Among that percentage, 37 ...
List of largest US staffing firms for 2023 now online
Download: Employee Survey: Satisfaction with HR Department. . The HR department wants to know how well we are serving our employees/internal customers. We would appreciate it if you would take ...