No surprise there. Depending on your HR discipline, workplace surveys can help you understand the impact of current programmes and policies, while allowing you to identify areas for improvement. 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 deliverables you need to present your progress.
You get better decision-making and a happier workplace. This means overall better performance and increased revenue. The results of any human resources survey will reveal areas for improvement that can lead to a more productive workforce. SurveyMonkey’s workplace, employee, and training templates get you started fast. You can use our surveys as they are or customise them to create a continuous brand experience. Insert your logo, choose your own themes and colours, and design a survey that matches the look and feel of your organisation.
The following are common areas of focus for many business owners, HR directors, managers, training & development professionals and human capital specialists:
The secret to a happier, more productive workforce. Use online surveys to identify which levers make employees happy and unhappy, and act on feedback to boost levels of satisfaction. Stressed out employees can lead to an unhealthy work environment, which can cost the company a loss of productivity.
Evaluate employees based on feedback from supervisors, peers and subordinates. This type of feedback is focussed on employee assessment from multiple perspectives.
Which courses, continuing education or otherwise, do your employees need in order to meet their objectives? What do employees think of your company’s job training and development programme? Do employees feel like this is a workplace that nurtures their career goals and ambitions?
Do employees feel that they are adequately compensated? Does the benefits package match the needs of the staff? Are there perks and benefits that they would like to see? Do employees feel that their efforts are being recognised and appreciated?
How would employees rate their job performance and satisfaction? Have they met the goals set at the beginning of the quarter or year? Were the goals set for them reasonable and attainable?
Communicate with employees on a regular basis. What do they find lacking in an ideal working environment? Would they like to be able work remotely? Obtain opinions about office politics and gauge the morale of the entire organisation.
Do employees find their jobs and responsibilities rewarding? Do they feel challenged and do they still enjoy coming into the office every day? Is there another role that might allow for more fulfilment or better learning potential?
How would employees rate your company and the work environment? Do employees feel stressed out by deadlines? Are employees happy with the direction of the company? Do employees feel engaged with their job and the company? Is there an adequate work-life balance?
What do employees think about various human resource issues? Do employees feel good about workplace safety and company ethics? Are employees satisfied with their colleagues? How do they react to the new policies HR have just published? The best way to head off a PR or social media problem is to understand how employees feel before they go public about their grievances.
Across departments, what are the employees’ opinions about management? Do supervisors and managers communicate expectations with their direct reports? Are the goals and vision of the company clear to all employees, across teams, departments and geographies?
Are there any insights from departing workers that might help improve the onboarding experience and overall employee satisfaction for future efforts?
What do your employees think about the quarterly all-hands meeting? Or Happy Hour Thursdays? Do people want to attend more events? What about an offsite to Brighton or Barcelona? Send out a survey and make the next event or meeting even better.
The following examples show the true potential of human resources surveys:
A consumer packaged goods company might collect employee survey samples to examine the performance of the Human Resource department across issues such as processing information and responsiveness. The survey results are used as a benchmark for performance ratings and identify areas for improvement.
With SurveyMonkey’s skip logic feature, a manufacturer’s HR group can create and send out one employee survey yet receive responses in any of the languages in which it operates. They can use SurveyMonkey to gather employee opinions about the HR department and its services.
Make the most of your time by leveraging SurveyMonkey’s methodologist-certified human resources survey and employee survey templates. You’ll be able to create your online survey in a matter of minutes on a wide variety of topics such as employee satisfaction, 360 assessment, recruitment and more. SurveyMonkey also gives you access to the survey tools you need to easily deploy and analyse your HR survey – empowering you to make smarter decisions. And we take survey security seriously, so you can rest assured that your data and insights are safe with us.
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Here are some ideas to ensure that respondents will answer your surveys.
If your survey is short and sweet, there's a greater chance that more respondents will complete it.
Little incentives like small discount or an entry into a drawing can help ensure respondents complete your survey.
With SurveyMonkey Audience, you can purchase access to an audience who meets specific demographic criteria for your survey. It's a great way to get targeted responses from a specific group.