Employee Survey Checklist

Questions to Ask Before Initiating Your Employee Survey

From administration and analytics capabilities to reporting and return on investment, there are dozens of considerations when deciding how to deploy an employee survey. All those details can be boiled down to 10 critical questions. These questions will enable you to think about your survey data as a rich source of information that you can tap into so you can more effectively direct your resources, time, and attention to employee experiences which, in turn, will improve business outcomes (e.g., turnover rates, customer/patient satisfaction, percent-to-budget, employee performance, etc.).

We’ll give you five here with the “no;” click here for our white paper “10 Questions to Ask Before Initiating Your Employee Survey” for the rest and the “yes!” Bonus; a case study is included in the white paper too.

#1 – Business Outcomes: Will you be moving the needle on your business outcomes with the survey?

No: If you survey simply to check a box, or to get an engagement score, you’re spending valuable time and money on something that likely doesn’t matter.

#2 – Ease: [If you choose an external vendor] Is the process easy – from hierarchy setup to branching to quick turnaround?

No: You’re hit with additional charges for any type of customization; you’re asked to deliver hierarchy weeks ahead of time and it takes months to get results back. You feel like you’ve added a ton of work to your plate and you end up exceeding your budget to get what you really want and need.

#3 – Analytics Approach: Will you be using the most advanced analytical approach that best addresses your organization’s issues to identify the levers that will impact outcomes at your organization?

No: Applying one “mass” approach to all organizations regardless of critical factors like size, industry, issue, etc. is dangerous and wasteful. Are the issues of a mid-sized sales organization the same as a large healthcare system? If not, why would the same analytics approach be applied?

#4 – Reporting: Does your survey reporting tool automatically provide results to all leaders, down to the front-line managers? Is it so customizable that you’ll be able to report your survey data in a structure that meets your organization’s needs?

No: If your survey results stay at an organizational level or maybe even a few levels down, you’re losing the relevancy of the results to the front-line leaders and employees. Leaders want to, and should, see the results for their teams. That’s what makes the data relevant for them and gains their buy-in so that they will act.

#5 – Focus Areas/Prioritization: Does your survey tool help you prioritize where to focus?

No: Leaders do not want to spend countless hours analyzing their survey data—they don’t have the time. Without guidance, they will focus on where they scored the lowest. Hint: if you asked questions about compensation, accountability, or communication, those are likely to be lower scoring areas and where leaders would normally focus regardless of if they impact critical business outcomes. Just because something is low scoring, does not mean it is high impact.