08 common Interview question and answers - Job Interview Skills
How to Ask Employees to Complete a Survey
Employee surveys are a great way to gauge employee satisfaction or get an idea of how you can improve your company, but they only work if your employees complete them! Giving your employees all the key information about the survey makes it more likely they'll fill out the survey. Creating paper-based surveys that can be submitted in semi-public areas can help your employees feel more anonymous, which increases the likelihood they'll turn their surveys in. The way you write the survey matters, too.
Inviting Employees to Take the Survey
Let your employees know the survey is coming.Send your employees a couple of emails in the weeks before you send out the survey. If they know it's coming, it will already be on their mind when it actually arrives. This can increase the likelihood they'll complete the survey.
Write a memo with key information about the survey.Once you're ready to send out the survey, include a memo with it. The memo should include all of the key information about the survey.
- Tell your employees what is happening and why. For example, you can say something as simple as "We are conducting an employee survey to gauge employee satisfaction after our business merger."
- Make sure you reassure your employees that the survey is confidential.
- Tell your employees how you'll use the results. For example, you can say "We'll use your responses to reorganize how you work with your supervisors."
- Give your employees a deadline and tell them where to turn in their surveys. Make sure you set up a confidential place for turning in their surveys. A common area is best, like a breakroom or near the time-clock.
Tell your employees how long it will take.If employees know up front how long the survey will take, they're more likely to schedule the time to complete it. If you don't give them any indication of how long they need to spend, they'll likely skip the survey.
- Make sure you tell your employees that they can complete their surveys on company time. They'll be more likely to complete it if they know they can take some time to do it at work than if they have to take it home.
Have the highest-ranked leader possible sign the memo.If the invitation to participate in the survey comes directly from a high-ranking leader, employees are more likely to feel listened to and therefore more likely to participate.
Administering the Survey
Give paper-based surveys.Computer-based surveys are easier to collect, but employees also know that there are ways to track their responses (even if you're not doing so). Allowing your employees to fill out paper-based surveys will make them feel that their answers are more likely to be anonymous.
Include the surveys with the invitation memo.If you include the survey (and a blank envelope for returning it) with the invitation memo, employees don't need to worry about asking for one or picking one up from somewhere everyone can see them. It increases their sense of anonymity and allows you to keep their answers confidential.
Set up an anonymous place for turning in the surveys.If you ask employees to give their completed surveys to someone within the company, they're less likely to turn them in. They might worry that the person collecting the surveys will look at their answers, or that they'll track which survey was theirs. Instead, set up a locked collection box where employees can drop completed surveys.
Provide incentives for completing the survey.Group incentives for completing the surveys can help increase the response rate. For example, you could offer in-office lunch to the department with the highest response rate. If your company is small, rely on individual incentives.
Creating Your Survey
Rely on scale questions.Scale questions present an opinion, fact, or situation and then ask respondents to rate how true or likely it is. Employees are more likely to respond to these types of questions, since they only have to fill in a bubble, than open-ended questions where they have to write out an answer.
- For example, you can ask questions like "My supervisor resolves customer conflict quickly" and then offer scale answers. Give them 5 bubbles in a horizontal line, and place "Strongly disagree" above the bubble all the way to the left and "Strongly agree" above the bubble all the way to the right.
Write a survey that takes less than 20 minutes.If your survey is too long, your employees are likely to give up halfway through and never turn it in. The survey should only take about 20 minutes, which would mean 50 to 75 scale questions.
Phrase some questions negatively.If you ask too many questions that seem to suggest you're looking for a positive answer, employees might stop the survey. Phrasing about a third of your survey questions negatively can prevent this.
- For example, instead of wording a question that says "We do a good job of resolving conflicts in my department," word it so it says "We do a poor job of resolving conflicts in my department."
Place questions about demographics at the end of the survey.One of the most important factors in getting employees to answer surveys is anonymity. If you ask demographic questions up front, employees may feel it will reveal who they are, and they'll be less likely to answer the rest of the survey.
- If you do have to ask demographic questions, limit how many you include. Three is the absolute most you should use.
Video: How would an employee pursue a wrongful dismissal claim? Ask the Expert
How to Eat Healthfully on the Road
The Broke Girls Guide to Falls Best Trends
Your Daily Coffee Just Might Jolt Your Memory
4 Ways To Rescue Your Hair
8 Smart Makeup Tricks for Women With Arthritis
10 Healthy Foods That Are High in Vitamin E
How to Develop an Effective Workforce
Here’s How To Avoid The Dreaded Skinny-Fat Body
How to Become a Cruise Ship Captain
Frisco Ortho Textured Plush Bolster Sofa Dog Bed , X-Large
Z-redirected How To Quit Your Negative Thinking For Good
We’ve found the best camel coats on the high street right now
How to Find Out Who Has Blocked You on Facebook