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Unlock the power of employee feedback with strategic action planning. Learn to leverage voices, identify areas for improvement, and maximise buy-in with our ...
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Unlock evidence-based insights into board performanceHow do you know whether undertaking an employee satisfaction survey or employee engagement survey is right for your organisation? Below is an introduction to the differences between the two, a list of 12 questions you should consider when planning an employee satisfaction survey, and best practice tips to help you get started. |
An employee satisfaction survey measures how happy an employee is. Employees can be satisfied with their job, organisation and workplace without ever being engaged in their work and therefore not impacting the customer experience. An employee satisfaction survey is therefore a range of questions regarding satisfaction with work and working conditions; these may include things such as:
Measuring employee satisfaction is really about measuring an individual’s perceptions of these parameters compared to their own expectations.
An employee engagement survey measures an individual’s engagement to an organisation at an emotional, behavioural and cognitive level. Employee engagement surveys identify and measure drivers of engagement; that is, items which can be targeted for the most significant change to staff engagement levels.
Engaged employees are passionate and alive with the desire to do well. They are engaged with the corporate objectives and overall vision of the organisation.
Engaged employees work harder, stay longer and show increased discretionary effort. It is this increased employee engagement which leads to increased organisational performance as engaged employees show greater levels of productivity, customer service and so improving the customer experience. Customers who have a positive experience become repeat customers and/or advocates for the organisation leading to increased profitability.
A great employee satisfaction survey will strike a balance between asking too few questions resulting in a lack of actionable insight, and asking too many questions that become tiresome to answer and therefore ineffective. It is best to be focused and clear, whilst remembering that the survey data will ultimately be used for driving change in your organisation.
Here are 12 great questions to ask in your next employee satisfaction survey:
Unlock the power of employee feedback with strategic action planning. Learn to leverage voices, identify areas for improvement, and maximise buy-in with our ...
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