Employee sentiment surveys are a great way for HR to capture how employees are feeling. According to research by Qualtrics, 77% employees want to give feedback more often than once a year. In this article, we invite you to join OOS to learn more about what an employee emotional survey is, what are the answers to the purpose, benefits and methods of creating the best employee emotional survey in 2024. ?
1. What is an employee sentiment survey?
An Employee Sentiment Survey is a brief questionnaire that is sent to employees on a regular basis, usually weekly, monthly or quarterly. Its purpose is to assess employee satisfaction with their job role and work environment. By involving employees in the survey process, HR can gain valuable insights to improve the overall workplace experience.
2. Purpose of surveying employee emotions.
How to know if your employees are satisfied with their current job and like working for your company? Ask your staff directly. But not everyone is willing to tell you their problems. Try taking the pressure off your employees by sending them a Survey. Thanks to that, you will find weaknesses that the company needs to improve.
The main purpose of conducting an employee sentiment survey can vary between organizations, but it usually revolves around one or more of the following aspects:
- Monitor employee satisfaction and morale
An effective way to gauge employee satisfaction and morale is to ask a few questions about their feelings not only about the team but also the work environment they are exposed to. This can provide insight into how employees feel about their jobs and the organization.
- Identify and resolve problems early
Conducting a sentiment survey allows for early detection of potential problems, such as low morale or specific issues within each department. From there, businesses will quickly come up with timely solutions before bad situations occur.
- Improve communication between employers and employees
Communication in the workplace is often a point of concern for employees. According to reports The state of workplace communication in 2023 by Forbes Advisor, more than 40% employees say poor communication affects their trust in leadership. If used properly, employee sentiment surveys can contribute to better communication between employers and employees.
See more: 3 strategies to help build a multi-generational corporate culture
3. Instructions on how to conduct an employee emotional survey.
Let's take a closer look at what an ideal employee sentiment survey would look like? Types of questions to ask, rating scale, length, etc. Below is the structure of an employee sentiment survey you should know.
| Structure of employee emotional survey | Description |
|---|---|
| Introduce | Provide a brief background on the purpose of the employee sentiment survey. Let people know how long it will take to fill out the survey. |
| Engagement and satisfaction | Ask 1 or 2 questions to measure overall engagement and satisfaction at the company. A rating scale of 1 to 5 is often used for this type of question. |
| Work experience | Ask 3 – 5 questions about key aspects of the employee experience – relationship with manager, job satisfaction, collaboration, resources, etc. You can also work with rating scales price here. |
| Priorities and initiatives | Ask 1 or 2 questions about the organization's current priorities such as implementing strategies, policies, new initiatives, etc. |
| Previous survey | Include 1 or 2 questions about actions taken based on responses from your previous week, month, year, etc. sentiment survey. |
| Demographic | Include 1 or 2 questions about department, location, term, etc. |
| Open feedback | Include an open-ended question like “What do you like most about working here?” or “What suggestions do you have for improvement?” |
| Close the door | Thank the staff for their participation. Let them know when and where they can access employee heart rate survey results. |
| Regularity | The more frequent the survey, the fewer questions you should ask. For example: Bi-weekly survey: 3 – 5 questions. Monthly survey: 10 – 15 questions. Quarterly survey: 15 – 20 questions. Biannual survey: 20 – 30 questions. |
Sample 25 employee survey questions
What questions should be asked? This completely depends on your purpose when building the survey. But you can consider some suggested questions below to get started easier:
- Do you believe in the company's mission and values?
- Do you believe your personal values are aligned with the company's values?
- Would you be willing to recommend the company to your friends/relatives? Rate the level on a scale of 1 to 10.
- Do you have access to the tools and resources you need to complete your work?
- Do you think your current work environment reflects the company culture? How should the working environment be changed to better suit the company culture?
- Are you satisfied with the company's level of recognition for what you have done?
- How would you like your work and achievements to be recognized?
- Do you feel like your leadership appreciates and listens to your feedback or ideas?
- Do you feel like you have a good work-life balance?
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What can the company do to help you have a better work-life balance?
- Do you feel like your work is directly benefiting the company's goals?
- Do you feel you can fully understand your duties and responsibilities?
- Does the company offer you opportunities to help you improve your skills or learn new skills?
- How is your relationship with your superiors now?
- Do you feel like you can count on your colleagues to help you when you need it?
- In the company, do you have any friends?
- On a scale of 1 to 10, rate how happy you are working at the company?
- Do you see a clear path to your advancement at the company?
- If given the opportunity, would you run for your current position again, if you knew then what you know now?
- Please describe the company culture in 3 words
- What are the company's core values?
- What do you like most about the company?
- What do you dislike most about the company?
- Do you have any joy at work?
- What company processes do you think need improvement? (Example: New employee orientation process, performance evaluation process, training, etc.)
OOS Software has more than 10 years of accompanying many businesses and corporations. Contact now to get advice for your Business.
