While we're expert in the administration of employee surveys, we're especially well-known for our Employee Engagement and Satisfaction Survey. In fact, of the nearly 6,000 employers we worked with last year, more than 90% of them used that very tool, saying it was, "the industry standard." Our customers tell us that they like the survey because it “tells us everything we need to know” and that it’s “nice to not have to reinvent the wheel.” Additionally, it brings peace of mind, knowing that thousands of employers have taken action on data collected using the very same tool. Another benefit is that when you use a survey tool with a big following, you can access tons of great benchmarking data; so you can see how you measure up against employers in the same industry or part of the world. Our customers also tell us that they appreciate having the ability to customize the survey tool, by adding questions about unique corporate initiatives.
Our Employee Engagement and Satisfaction Survey is comprised of 78 questions rated on a 5-point Likert scale, that fall into eight core focus areas. Additionally, there are two open-ended questions at the end of the survey where respondents can share what they love about working for their employer as well as what they’d like to see improve. We surveyed nearly one million employees in the last 12 months and we asked them each a standard set of five questions to measure satisfaction with the work environment at their roughly 6,000 respective organizations. Over the past 15 years, we've learned that when employees agree with the statements below, they're engaged and satisfied with their work. Read on to learn more about what questions we ask and why.
Leadership and Planning
These eight (8) statements provide insight into the employees’ confidence in their leadership and whether employees feel there is adequate planning and follow-through of corporate and departmental objectives.
Corporate Culture and Communications
There are thirteen (13) statements that relate to corporate communications and the core culture of the organization. Employees are given the opportunity to respond to whether the company shares information frequently enough and that this information is credible and easily understandable. This section also probes into whether employees feel quality and safety are key concerns, and whether they believe they are treated fairly and with high regard. Further statements investigate whether the employees like their coworkers and cooperate as a cohesive team.
Another key component of a great workplace is that employees must feel satisfied in their role within the organization and that they are adequately rewarded for their performance. Eleven (11) statements on the survey measure the level at which employees like the work they do, believe they are appropriately compensated and recognized for their efforts, and feel that there are opportunities for career advancement. Employees are also able to share whether they feel part of a team and their contributions are directly related to the success of the organization.
Five (5) statements on the survey provide insight into the amenities of the physical workplace: whether it is clean, comfortable, safe and conducive to performing on the job. The work environment is an area that many take for granted, but can play a significant role in how satisfied an employee may be.
Relationship with Supervisor
An employee’s opinion of their supervisor is another key element when considering the merits of an organization. Nine (9) statements within the survey deal with the employees’ perceptions of whether their supervisor provides constructive feedback, allows two-way communication, deals appropriately with personal and work-related issues, and treats the employee with the fairness and respect required to establish a positive working relationship.
Training and Development
The level of training and professional development is also explored in the survey through nine (9) statements. These statements will allow you to discern the level of employee engagement in the areas of orientation, ongoing professional development and cross-training within the company. Employees will also respond as to whether the organization provides training and education to promote a work/life balance and the necessary tools to perform their job well.
Pay and Benefits
Respondents are asked to share whether they feel they are compensated fairly for their work. In addition, the employees’ levels of satisfaction with nine (9) standard benefits are included in this section of the survey:
- The amount of vacation or PTO;
- Sick leave policy;
- The company’s share of the burden for health care costs;
- Dental benefits;
- Vision benefits;
- 401(k) or 403(b) plan;
- Retirement plan benefits;
- Life insurance benefits;
- Disability insurance; and
- Tuition reimbursement.
This section measures the depth of the employees’ rational and emotional commitment to the workplace. In addition to incorporating loyalty measurements (overall satisfaction, willingness to recommend employment and intent to stay with their current employer), the Overall Engagement section reveals the percentage of employees that are willing to contribute beyond what is expected of them to improve the organization’s productivity and bottom-line.