Employee survey: Definition
An employee survey is defined as a survey that collects opinions and feedback from employees. It questions the mood and morale, the degree of commitment and also the performance of the employees. In general, employee surveys are used by members of an organisation’s human resources and management team and are usually kept anonymous to motivate the workforce to share their good and bad experiences without hesitation. The employee survey is an integral part of employee feedback to provide an overview of factors such as work culture, leadership behaviour of superiors, motivating and demotivating elements in the workplace and satisfaction of employees.
Employee surveys were originally introduced in the 1920s as surveys of employee attitudes. After more than 20 years of implementation, between 1944 and 1947, an economic increase of more than 200% was observed in the 3500 companies that conducted employee surveys in the United States of America. Today, 50-75% of companies are determined to use employee surveys regularly and implement changes proposed by employees.
Types of employee surveys with examples
There are 5 main types of employee surveys that can help entrepreneurs to significantly improve their relationship with employees.
Employee Satisfaction Survey
This type of employee survey, also known as employee morale survey, enables opinions to be collected so that management and the HR department can use those to create a positive environment for employees. The following five main components should always be included here:
- Human Resources Assessment
- Satisfaction with salary and other benefits
- General job satisfaction
- Reasons for staying or leaving the workplace
- Assessment of corporate policy
This type of employee survey is usually very extensive and often consists of more than 60 questions. The feedback received from the employees is summarized and analysed by the responsible people in order to adjust the organizational processes accordingly. The employee satisfaction survey is best used to get an accurate picture of what motivates employees to stay with the company, to be loyal to the company and to achieve maximum performance potential.
Employee Engagement Survey
This type of employee engagement survey is conducted when an organization intends to investigate factors that contribute to employee performance. The following parameters are measured using an engagement survey:
- Employee skills
- Happiness with the tasks and the company
- Relationship to direct and indirect superiors
- Cross-departmental relationship management
- Uncovering of development potential
Organisational Culture Survey
This type of employee survey is usually used in situations such as mergers and acquisitions or structural changes within an organization. These are tools that help to understand how much employees understand and support the culture of the organisation. The following parameters can be measured with the help of employee surveys on corporate culture:
- The mission of the organisation and how it is understood by the employees
- In the event of a merger, differences in the working culture of the employees of the two companies involved
- Contribution to the team unit
- Loyalty to superiors and the company
- Acceptance of change
This type of employee survey is generally used to understand how strongly an employee is involved in the culture and growth of the organisation.
Employee Survey on Business Processes
Employees are critical to a company’s success. Most employees who interact directly with customers or are involved in the research and development process of a product have ideas and suggestions that can help the company grow and define business processes. Of course, not every suggestion can be implemented, but asking employees for their opinion also has the great advantage of motivating them to keep coming up with ideas and suggestions. A few reasons why you should conduct a survey on your business processes:
- You will receive “first-hand” feedback, i.e. from people who are directly involved in the business processes, in practical operations.
- Employees feel valued because they are involved in the business decision-making process.
- Topics that have a direct impact on the business can be highlighted as employees work closely with questions about customers and products / services.
360° Feedback Survey
Feedback from the employees of the organisation is important. In some cases, however, feedback from other sources such as superiors, management, customers, etc. can be obtained by means of a 360° feedback survey. The key feature of this employee survey is not just to ask employees about their opinion of managers. Rather, managers should also conduct a self-analysis. In practice, however, 360-degree surveys do not only refer to managers. We have observed that employees themselves are increasingly the subject of 360-degree surveys, albeit in a modified form.
A 360-degree survey offers several perspectives on an employee’s performance, on the basis of which decisions can be made about training, changes in workload and other factors that can further improve an employee’s performance. Sympathetic and constructive critical feedback is the first step of any improvement. It gives the organisation, the managers and ultimately the employees the opportunity to work on existing structural or personal “shortcomings” and to improve them continuously.
360-degree feedback surveys are crucial for understanding the strengths and weaknesses of each employee. By receiving feedback from a variety of sources, management can make valuable decisions on the development of the workforce and thus the entire company.
Employee Experience Survey
An Employee Experience Survey consists of questions that help an organisation to measure an employee’s overall experience, which provides information about what exactly employees experience, feel and learn over the entire period of employment. This type of employee survey must include the right mix of open and closed questions to capture both quantitative and qualitative feedback from the workforce. The experience of employees can be captured at various “touch points” throughout the entire employment period, e.g. when entering the company (onboarding), during training and development, during projects and also when leaving the company.
Employee survey and employee satisfaction: questions you should ask your employees.
What and how employees think about their work and the company they work for can be decisive for the success or failure of a company. Improving employee satisfaction and → increasing employee engagement is the best investment a company can make. Satisfied employees put their heart and soul into their work, are loyal and committed. The employee survey is the tool of choice when it comes to getting a picture of the mood, satisfaction, organisational culture and information policy in your company. From discussions with our HR clients, we have compiled a few questions for you that are frequently used in practice when conducting an employee survey.
Questions about the relationship between employees and the company
1. Is there a clear understanding of the organisation’s strategic goals?
In an internal survey by QuestionPro, 36% of employees said that better visibility of the company’s goals would increase their satisfaction and performance.
2. Are you clear about your role in achieving the organisation’s goals?
When employees have an orientation on what exactly their role is in the implementation of the company’s strategy, it has a positive impact on job satisfaction.
3. Do you believe that there is an opportunity for individual career development within the company?
If your employees are directionless in terms of growth, there is a risk that they will sooner or later change their orientation and feel the need to leave the company.
4. Will you still work for our company in the next 2 years?
With this question you get a picture of the loyalty of your employees. If the value in the evaluation is negative, then alarm bells should be ringing. It also reflects the confidence of your workforce. Therefore, this question should not be missing in an employee survey.
5 Would you recommend our company as an employer to your friends and acquaintances?
The answers you receive to this question paint a meaningful picture regarding loyalty towards the company and the satisfaction of your employees in general. Ultimately, you want your employees to love working at your company so much that they want to share it with their friends. Add a follow-up question to this question and ask your employees to explain the rating given to this question in a few sentences. If employees are highly unlikely to recommend your workplace or have any reservations, you need to know what exactly the problems are. Incidentally, this question on willingness to recommend is called → Employee Net Promoter Score, and this question should not be missing from any employee survey!
Questions about teamwork
Studies have shown a close connection between functioning teamwork and job satisfaction. The following three questions create a good picture of the situation in your company. 6.
6. How do you like working with your team colleagues? 7.
7. Would you accept an extra hour for your team? 8.
8. Do you feel that you receive the best possible support from your team?
Questions on information and communication policy
Seek and you shall find. But how are you supposed to know what to look for? The information policy and knowledge management within a company are important parts of the agility principle. So use the following questions to find out if you are doing everything right in your company.
9. Do you often struggle to get hold of important information that is relevant to your day-to-day work?
10. Is someone always there who can quickly make an important decision for you when an issue exceeds your authority?
11. Is the company always informing you about new developments and changes that directly affect you?
12. Are you provided with sufficient tools to communicate with your colleagues?
Should not be missing from any employee survey:
Questions about your relationship with your supervisor
13. Do you feel motivated by your supervisor to do your daily work? 14.
14. Do you feel sufficiently rewarded for your commitment and dedication to your work? 15.
15. Do you feel that your opinion is heard and valued by your supervisor? 16.
16. Do you feel that the company offers you sufficient scope for your personal and professional growth?
Questions on professional passion and self-assessment
17. Do you experience personal growth, such as improving your skills and learning other tasks in addition to your regular duties?
18. Do you think that you are appreciated by your manager?
19. Do you think you go beyond your limits when it comes to completing a difficult task?
20. Do you think that your job has a positive influence on your personal life?
21. Do you think that you have enough knowledge to solve your tasks?
22. Do you think that management respects your personal family time?
23. Do you receive constructive feedback from your supervisor?
Constructive, non-accusatory criticism is very important for the personal growth of your employees. Therefore, as part of your employee survey, it is imperative to find out what kind of feedback culture prevails in your company. Because if employees always receive negative criticism, this does not only have a negative effect on their state of mind. It can lead to your staff being afraid of making mistakes and therefore less committed and motivated.
24. Does your manager praise you when you do a good job?
If you do a good job, you should get the appropriate feedback. If your employees do a good job but it is not appreciated, this can lead to your employees questioning the meaningfulness of their commitment.
Questions about work-life balance
For some employees, work-life balance is of paramount importance, such as being able to pick up their children from school or go to doctor’s appointments. For others, there are clear boundaries between when they should be available for work and when they can focus on their private life. Therefore, questions on this topic should also be included in your employee survey!
25. Do you think that the work environment helps you to find the right balance between your work life and your private life?
26. Does your job cause you an unreasonable amount of stress?
27. Do you think your manager understands what it means to have a healthy work-life balance?
Questions about fairness at work
28. Do you think your manager treats all team members equally?
29. Do you think that the organisation has a fair promotion policy for all employees?
30. Do you think that management is too focused on administering policies regarding employees?
General employee satisfaction questions
When you think of an employee survey, job satisfaction questions are probably the first that come to mind. Measuring employee satisfaction starts with understanding how employees evaluate their jobs, work, compensation and other day-to-day factors. While it’s crucial to assess what your employees think about their salary and benefits, you should definitely dig deeper. Take a look at these examples:
31. Are you satisfied with the opportunities to grow your career at this company and is there a clear plan for how to do so?
Determining satisfaction in relation to career development should be a top priority in your employee survey. The majority of today’s workforce is made up of professionals who are in their mid-20s to late 30s. When asked what they want most from an employer, this generation consistently ranks professional development opportunities among the top three workplace “must-haves”. Use the answers to this question to optimise career planning for higher employee retention.
32. Does your manager communicate clearly and professionally about expectations placed on you?
Misunderstandings in communication at any level of your organisation create unnecessary sensitivities, barriers to productivity, camaraderie and overall job satisfaction. When employees don’t feel their supervisor is relaying realistic expectations or constructive feedback, they often report feeling “blindsided.” They may even have to redo their work because their tasks were not clearly defined. This creates frustration. So be sure to place a question on communication between supervisors and employees in your employee survey.
33. Do you have all the necessary tools, software programmes, infrastructure you need to do your job successfully?
The availability of technology, information, tools and access to resources needed to do quality work is a major factor in employee satisfaction. Simple details like a reliable internet or access to information appropriate to the employee’s role can make a big difference. Employees who are equipped with the right tools work more efficiently and become less frustrated. So don’t forget this question in your staff survey!
34. If you encounter a problem or an unusual challenge in your job, do you know where to find a solution as quickly as possible?
This question within the staff survey has to do with the people and resources your staff can turn to in particular situations. If they can access resources or help from colleagues and managers to help them solve problems, they can feel more confident in their daily routine and are also less afraid of making mistakes. You can supplement this question to the extent that you ask whether your employees also feel comfortable asking colleagues or managers for help.
Questions on employee engagement
Essentially, employee engagement is about the investment and motivation as well as the emotional attachment of individuals to their work and the company and whether employees feel valued and thus have a high degree of identification. In your employee survey you should therefore place the following questions:
35. How comfortable do you feel communicating with your supervisors and colleagues during meetings, within projects or when solving problems?
Employees may feel uncomfortable working with others because they feel their contributions are not welcome or because certain colleagues dominate group interactions. This could even include harassment or bullying. On the other hand, employees who feel comfortable working in a team have the opportunity to be more innovative in their work. Ask explicitly about these kinds of feelings in your staff survey, as staff may be reluctant to bring it up openly.
36. Does your team / department / supervisors support and encourage your work so that you can achieve the best possible results?
Real good teamwork does not stop at working together. Employees should feel that their team supports them in achieving their common goals, even if they are working on different tasks. When employees know they have supporters and a group of colleagues who motivate them to do their best, they are certainly more engaged at work.
37. Do you feel valued by our company?
The best talent adds value to their company, and to encourage retention, their employer needs to show them that they are valued in return.
Questions about corporate culture
A strong corporate culture is what every entrepreneur hopes for, as well as the workforce. In the best case, your corporate culture increases the satisfaction, commitment and performance of employees and managers. To check the state of your corporate culture, take “the pulse of your company” in your employee survey. 38.
38. Is the company’s mission statement clear to you and can you identify 100% with it?
A successful mission statement builds on shared values and motivates employees to work towards the same goal. It brings meaning to your work and fosters a sense of community as your entire team invests in achieving the mission. If this mission is unclear, vague or undeveloped, your company culture may suffer.
39. Do you believe the company promotes inclusion and protects employees from discrimination and harassment?
Your company may have the best of intentions, but if inclusion and diversity is not practiced or perceived as part of the culture, it can be difficult to protect your team from discrimination and harassment. An employee survey is an excellent opportunity to review this crucial element of the company culture from everyone’s perspective.
Tips for conducting your employee survey
Define clear goals for your employee survey
Why do you want to conduct employee surveys? Explain to your staff what it is all about, why you are conducting a staff survey now, what the purpose is, what you are learning and experiencing about your organisation, your company and what you want to improve. If your employees have clearly recognised that you really want to change something by conducting an employee survey, then they are more likely to engage with the content of the survey topics and you will get a realistic picture of their mood.
Conduct employee surveys anonymously & voluntarily
Of course, you should conduct the employee survey anonymously. In an anonymous employee survey, no personal data is collected and the answers to the questions do not allow any conclusions to be drawn about the individuals, which admittedly is not always easy. If, for example, you ask about departmental affiliation in order to be able to filter the answers accordingly afterwards, and the department consists of only 3 people, it is quite possible to draw conclusions about the person from the remaining answer behaviour. Try to avoid this in any case, because if your employees suspect that they can be identified, they may give socially desirable answers or not even fill out the questionnaire – because participation in an employee survey should always be voluntary, which in turn is an important confidence-building measure. After all, you will most likely conduct your employee surveys online, and here there can be great doubt as to whether the data from the employee survey will actually be sent anonymously if the questionnaire is filled out on the employee’s own PC. Talk to us! We will show you an interesting solution!
Conduct employee surveys regularly in the form of touchpoint analyses!
The times are over when – if at all – questionnaires were distributed among employees once a year at the end of the year to ask about their satisfaction. Companies have long since recognised how important it is to regularly question the sensitivities of the workforce and, based on the results, to create a culture and framework for growth, development and evolution as well as an inspiring and varied working environment. Conducting employee surveys in the form of touchpoint analyses along the employee journey has proven to be really useful. Employee journey can be understood as the summary of all employee touchpoints that employees go through during the entire period of employment in the company. This in turn means that instead of one big all-encompassing employee survey, there are several small surveys tailored exactly to the different touchpoints.
Examples of employee touchpoint analyses
- During induction, new employees are surveyed about the onboarding process.
- At the end of a work week, employees are asked if the weekly goals were achieved.
- Survey teams and groups on completion of projects (e.g. PR or marketing campaigns, introduction of new IT infrastructure).
- In the canteen, employees can rate the quality and diversity of the food via touch screen or feedback terminal.
- Conduct exit surveys when employees leave the company.
- Conduct regular pulse surveys on employee satisfaction and well-being.
- Have managers regularly evaluated by your employees
- Conduct surveys on training measures.
Employee surveys also show that you take your employees seriously and importantly
Already by initiating a survey, you show your employees that you are interested in their opinion, that you want to change something for their benefit and that this change will also have positive effects on the company at the same time. And thus you will also get the correspondingly honest answers, because employees are also interested in seeing positive changes in their working environment, both in the office and on the shop floor!
Employees expect changes after the implementation of an employee survey
Important: if you have decided to conduct an employee survey in your company, then you must be clear that your staff actually expect changes to result from the results! Because if the staff survey remains without any action, then you will have difficulties in motivating your staff to take part in further surveys in the future. Moreover, it could be that the management loses its credibility after an inconsequential staff survey. “Nothing happens anyway”, “What’s the point”.
Create acceptance through participation!
In order to gain a high level of acceptance among your employees, have the staff elect “arbitrators” who can act as contact persons at any time and, so to speak, accompany the employee survey as “arbitrators”. These persons can then make sure that the data collection is really anonymous. If the arbitrators are directly elected by the staff, they enjoy a high degree of credibility. And: by means of a simple online election procedure, the effort is very low. Please do not hesitate to contact us!
Eliminate operational blindness and ideas about everyday working life
It is also very important for you as the initiator of an employee survey to receive honest and unvarnished feedback for once, because in the long run we all become operationally blind if we do not receive new impulses, suggestions and honest answers, and then we may not see things quite as they actually are, especially below the surface. If you really know what is going on in your company, where the deficits are, what your employees need to be able to work efficiently, then you can also react and actively improve the working atmosphere and the working environment.
Pay attention to the questions in the employee survey
Avoid leading questions or questions that provoke desired responses. If you are really interested in the honest opinion of your employees, try to ask your questions as factually and neutrally as possible. Avoid questions that could tend to answer your employees, such as:
Don’t ask: Did you also enjoy the last company outing?
Instead, ask: How did you like the last company outing?
Ultimately, your aim is to achieve real change and not to score as positively as possible in the employee survey.
You should also avoid summary questions, such as this one:
How satisfied are you with your supervisor(s) and how satisfied are you with the management in general? very satisfied / satisfied / rather not satisfied / dissatisfied
It may well be that the employee is quite satisfied with the company management, but the direct superior is not held in high esteem.
Use open questions in your employee survey.
Another advantage of professional software for conducting an employee survey is the possibility of evaluating open-ended, so-called qualitative questions. On the one hand, your employees can also get rid of something that cannot be answered with a few mouse clicks. On the other hand, it is possible to evaluate the free text via a comprehensive text analysis. This provides you with important additional information for your employee survey.
Use the Employee Net Promoter Score
The Employee Net Promoter Score is a key performance indicator that provides information about employee satisfaction and loyalty. Employee Net Promoter Score contains only one question, namely whether your employees would recommend the company to friends and acquaintances as an employer.
When the employee survey is completed, you should always inform your employees about the results! This builds trust. But not only when you already have a package of measures to improve the survey results. On the contrary: involve your employees in the change process from the very beginning. The presentation should be graphically simple and very clear, understandable for everyone. No fancy business terminology! No incomprehensible graphics. Everyone should feel involved and, above all, taken seriously.
Package of measures, implementation & success control after the employee survey
Once you have put your heads together and decided on measures for change, present your package of measures and initiate implementation! As soon as you declare the measures finished, a new staff survey should be conducted to assess and evaluate the effectiveness.
Conducting the employee survey
Use a professional survey tool to conduct the employee survey. This is not only about the intuitive handling of the questionnaire design or the analysis and evaluation of the data. You will also be better off with a professionally developed system in terms of data security and system stability. And you will not encounter any surprising limitations, for example regarding the number of questions within the questionnaire or limited feedback. You do not have to pay a lot of money for a professional solution. QuestionPro, for example, offers fair licensing and usage models.
Advantages of employee surveys
Employee surveys give an organisation the opportunity to focus on aspects such as work culture, attracting new employees, retaining current employees and their satisfaction.
- Based on the results of an employee survey, efforts can be made to improve employee productivity and satisfaction.
- The management of an organisation can respond to the different aspects of the work experience that employees are confronted with on a daily basis.
- Standardized employee surveys “streamline” communication with employees, especially in very large companies where regular feedback meetings cannot be held.
- Employee surveys are usually carried out anonymously, which means that answers due to social desirability do not occur and thus a truly objective opinion can be formed.
- The performance of the employees assessed by the team members and managers can be continuously evaluated.
- Receive input on what could be done differently to improve the business and uncover problems that could cause long-term losses for the company.
Expert tip: This is why it makes sense to conduct employee surveys regularly and at shorter intervals.
The success of a company is closely linked to the satisfaction, commitment, motivation and performance of its employees. Therefore, it is of particular importance to listen very closely to the staff, to give them a voice, to question moods and trends, to uncover sensitivities and to find out where there is a need for further training. In our experience, staff surveys are still often carried out “only” once a year. For this purpose, the persons in charge prepare an extensive questionnaire, which often includes more than 60-80 items. Often, employee surveys become real mammoth projects.
Annual staff surveys merely reflect the current mood of the company
Employee feedback always takes place under the immediate impression of what is happening, which means that hardly anyone takes the trouble to completely reflect on the past year, but rather answers those questions that are emotionally charged – such as those about satisfaction – from the moment. The annual employee survey thus virtually neglects past moods and thus dilutes the results. In addition, it is a well-known phenomenon that managers are particularly eager before employee surveys, precisely in order to influence the mood in their own favour. This is human, but it does not help anyone to really bring about change.
High drop-out rates, outdated question sets and rarely department-, region- or location-specific questions.
Annual employee surveys are usually quite comprehensive, because after all, everything relevant from a year should be recorded somehow. In practice, we therefore hear time and again that the dropout rate is quite high or that the data quality decreases significantly towards the end of the questionnaire, for example, certain click patterns can be recognised or the completion speed is far above the proof.
What we also observe from time to time in survey projects is the fact that the same questions are asked over years, i.e. there are no adjustments to changed situations or corporate cultural circumstances, which can result in a distorted picture, especially in the case of strategic realignments, changed mission statements or other changed corporate goals.
In distributed companies, specific questions concerning certain departments and divisions, locations or regions are often neglected, since in most cases the annual employee survey is controlled centrally and thus only includes “central questions”.
High expectations of change measures and lack of measurability of change
A comprehensive annual employee survey, which requires intensive engagement with the contents of the questionnaire on the part of the employees, raises high expectations for actual changes. Of course, those in charge are anxious to actually bring about these changes, and this usually happens, but due to a lack of tracking of initiated change measures via control surveys, changes that have actually occurred often do not become visible at all and cannot even be communicated due to a lack of data material. The high expectations on the part of the employees can thus not be met, which in turn casts doubt on the usefulness of employee surveys in principle.
A condensation of the survey interval also means, being able to react quickly to negative feedback
A very important advantage of higher survey intervals is the possibility of continuously uncovering negative mood tendencies and the associated possibility of rapid intervention in response to negative feedback. You are thus able to take immediate corrective action and quickly review the success of your actions.
Best practices: Shorter questionnaires, denser survey intervals, faster evaluation and sustainable tracking of change.
Our observations show time and again that condensing the survey interval of employee surveys while at the same time using shorter questionnaires considerably increases acceptance on the part of employees, as the phenomenon of “survey fatigue”, which a long, multi-page questionnaire brings with it at the end, is thus avoided. In addition, the data quality increases significantly, as no one has to “click through” a long questionnaire. Higher survey intervals also have the advantage that changes can be tracked more easily and at shorter intervals, visualised and thus made comprehensible quickly. Your employees realise that something is really happening and that giving feedback really makes sense.
In one of our previous blog articles, we explained the principle of Continuous Listening in detail. This is about employees and managers living a quasi-permanent feedback process that is not exclusively initiated by management, as is the case with the classic employee survey. Companies provide their employees with an infrastructure that enables them to initiate feedback processes themselves. This can be, for example, a kind of suggestion system by means of an idea board, forum discussions, the submission of suggestions for improvement and also the formulation of criticism. A suitable tool for this is an employee community that has all the tools needed to establish a living feedback culture.
Employee survey: What role does the software used to collect and evaluate feedback play in this topic?
If you conduct employee surveys on a regular basis or even only occasionally yourself, then the software obviously plays a major role! You should make sure that you can fully implement your ideas for conducting an employee survey. With its web-based experience management platform for conducting and evaluating employee surveys, QuestionPro offers a wide range of tools that make it much easier for you to create the employee survey, distribute the online questionnaire and analyse the feedback obtained. For example, predefined question sets, a question library, an intuitive questionnaire editor, the automated sending of invitations to participate in the employee survey, a rights- and role-based tool for evaluation, special evaluation modules tailored exactly to the needs of employee surveys, to name but a few.
Conduct employee surveys with QuestionPro’s employee survey software.
Get an all-round view of what your employees really think about your company culture and how satisfied they are. Our comprehensive employee experience platform for conducting and evaluating employee surveys enables you to create fully automated surveys, polls and questionnaires and evaluate the data obtained in real time so that you can respond quickly to challenges. With more than 40 predefined question types, you can create even complex questionnaires for your employee survey in no time!
Surveys and evaluations along the employee journey
Every single experience of your employees impacts every part of your business, from productivity to retention, loyalty and identification. With the QuestionPro employee experience management platform, you can map, track, measure and thus optimise your employees’ experiences throughout their entire employment period, i.e. within the employee journey, starting with induction and ending with their departure from the company.
Quickly set up employee surveys and put all theoretical survey models into practice
The creation, distribution and analysis of employee surveys is completely hassle-free thanks to the intuitive handling of the Employee Experience Platform QuestionPro! Create questionnaires for your employee survey quickly, easily and intuitively with the integrated questionnaire editor. The questionnaire can be distributed in many different ways, such as by mail, via Feedback App, via SMS, via Feedback Terminal, via the employee community or the intranet. Basically, with QuestionPro you can implement all theoretical models for employee surveys 1:1 in practice. From ad hoc and micro surveys to employee monitoring or pulse surveys to 360° feedback or even company-wide data mining, everything is possible!
Internal and external benchmarking evaluation
Department, location and branch benchmarking: with QuestionPro’s analysis tools, you are equipped for any comparative analysis. If you work with consulting partners for external benchmarking, QuestionPro’s standard benchmarking function is available, as well as the simple data export and import function.
Don’t be limited when it comes to evaluation!
Thanks to the greatest possible survey automation with QuestionPro, you do not have to do without a full survey in the employee survey. In addition, the system enables you to record and evaluate free text comments thanks to the integrated text analysis function, for example, according to word frequency or word combinations. The whole thing can be displayed as a keyword cloud.
Innovative Employee Experience Management Software
Due to its high scalability, QuestionPro goes far beyond the mere creation and analysis of employee surveys and offers you the functions of a complete experience management platform, with rights and role models, workflow/API integration, connection to IT systems, integrated community and sample management and much more.
Make intelligent decisions through regular employee surveys
Make intelligent HR decisions while understanding the needs and expectations of your employees by conducting employee surveys on a regular basis and at shorter intervals. Our Employee Experience Management Platform helps you conduct employee surveys in a cost-effective, time-saving and efficient way!
Why should you conduct and evaluate employee surveys with the QuestionPro Employee Experience Platform?
The complete “all-round carefree package” for your employee surveys and evaluations.
QuestionPro really does have all the features and functions you need to conduct and evaluate employee surveys! You do not have to resort to third-party applications. The system includes numerous extensions and integrations that even allow you to automate processes. In addition, the system has a feedback app for pulse surveys and an employee community, as well as employee administration and the option to create organisational charts.
Easy to use and round-the-clock support
Simple and fast: the QuestionPro Employee Experience Management platform for conducting employee surveys is quick and easy to learn, intuitively designed and very user-friendly! You don’t have to go through time-consuming training to be able to use the many functions. The system is based on common usability standards, so you can get started quickly! In addition, our support is available 24 hours a day, 7 days a week. And if you like, you can receive a free introductory webinar.
Easy creation of employee surveys
QuestionPro has an easy-to-use questionnaire editor that makes creating employee surveys effortless. More than 50 question types are available. Moreover, you can adapt the design of the questionnaire to the CI of your company. Sophisticated logics and plausibilities do not have to be programmed, but can be defined at the click of a mouse.
Comprehensive data analysis and evaluation for your employee survey
QuestionPro offers you a wide range of evaluation options for your employee surveys, giving you a deep insight into your organisational and corporate culture. You also get reports at the touch of a button. The analysis dashboard is clearly structured and contains graphically appealing evaluations. It is fully customisable and offers you the evaluations of all key performance indicators at a glance! All the analyses and evaluations you need are integrated as standard.
Multilingual employee surveys
Since many organisations today operate worldwide, it is important to be able to provide employee surveys in several languages without much effort. For example, you only have to create an employee survey once and simply translate the texts via tables within the created employee surveys. In the end, this also eliminates the annoying merging of data if you had to create a different questionnaire for each language.
Clear and simple licensing models
With QuestionPro, you will not experience any unpleasant surprises when it comes to licensing costs. Our prices are transparent, there are no sudden re-licensing fees you didn’t expect.
First-class service and support
Service is a top priority at QuestionPro. There is always a contact person available to guide you through any challenges you may face when conducting employee surveys. Our specialists have many years of experience in the field of employee surveys and can support you both methodically and technically. And that worldwide! You can find QuestionPro on all continents.
Forrester recommends QuestionPro
The renowned company Forrester Research has recognised QuestionPro as one of the top 12 vendors in the field of Employee Experience (EX) Management in its report entitled “The Forrester New WaveTM: EX Management. Large Enterprise Platforms, Q1 2020″.
Analysis of your employee survey with the real-time analysis and evaluation dashboard
Whatever findings, results, trends and comparisons are important to you: with QuestionPro’s evaluation and analysis dashboard for analysing data from employee surveys, you will also be able to present this in a representative, clear and sophisticated way. The evaluation and analysis functions meet the latest scientific standards and have been developed over decades together with experts. The integrated evaluations and reporting can be fully customised and prepared in a graphically appealing way for presentation purposes. At the push of a button!
Analysis of employee surveys: With the QuestionPro real-time evaluation and analysis dashboard, you get all evaluations at a glance. The evaluation is freely configurable. You can freely design your own evaluation dashboard and also create multiple evaluation dashboards.