Employee surveys.

Employee surveys are tools used by organizational

leadership to gain feedback on and
measure employee engagement, employee morale, and performance
Engagement surveys give every employee an opportunity to voice their
views and concerns. Research conducted by Salesforce found that
employees who feel their voice is heard in the workplace are 4.6 times
more likely to feel empowered to do their best work
How to survey your employees – and why it's so important
1. Design the survey to get the information you want. ...
2. Make the survey detailed enough to give you information you can use. ...
3. Tell staff in advance. ...
4. Do what you can to make sure you get truthful answers. ...
5. Encourage people to take the survey. ...
6. Give some thought to those who didn't fill in the survey. ...
7. Analyze and share the results.

Surveys are still great predictors of behavior.

Surveys give employees the chance to feel heard.
Surveys are a vehicle for changing behavior.
Employee Satisfaction Survey: Also known as employee morale survey,
this survey is used to gather opinions that the management and HR can
use to build a positive environment for the employees. This can be done by
understanding multiple employee perspectives such as:

1. Assessment of the human resource department

2. Contentment in regards to the salary and other perks
3. Overall job satisfaction
4. Reasons to stay or leave the job
5. Assessment of company policies

Employee Engagement Survey: This employee engagement survey is

implemented when an organization intends to monitor factors that
contribute to the performance of its workforce.
 These parameters are measured using employee engagement survey:

1. Employee skill set

2. Employee understanding of assigned tasks
3. Relationship with direct and indirect managers/supervisors
4. Inter-department relationship management
5. The frequency of circumstances for employees to flourish.

Organizational Culture Survey: used in situations such as mergers and

acquisitions or when there are structural changes in an organization.
They’re tools used to know how well the employees understand an
organization’s culture and their commitment towards an organization. The
following parameters can be measured using organizational culture
surveys:

1. Organization’s mission as understood by employees

2. In case of a merger, difference in the work culture of employees
belonging to the two involved companies
3. Contribution to team unity
4. Bonding with supervisors
5. Transparency about business outcome
This survey is generally used for understanding how involved is an
employee in the organization’s culture and growth.

Business Process Feedback Survey: Employees are integral

cornerstones for an organization’s success. Most of the employees who are
directly interacting with customers or are involved in the research and
development process of a product may have ideas and suggestions which
can help an organization grow. A few reasons why to conduct a business
development employee survey:

1. Give an honest opinion about aspects which an organization’s

management may overlook.
2. Employees feel appreciated as they are being involved in the business
decision-making process.
3. Issues that have an immediate impact on business can get highlighted as
employees work closely with matters concerning customers and
products/services.
360° Feedback Survey: Asking staff members of different categories,
their respective colleagues, to participate in a survey and also conducting
self-analysis is the key to this employee survey.A 360-degree feedback
survey gives multiple perspectives about an employees performance on the
basis of which decisions about training, change of workload and other
factors that can further enhance an employee’s performance can be made.

An exit interview is a meeting with a terminating employee that is

generally conducted by a human resources staff member. The exit
interview provides your organization with the opportunity to obtain frank
and honest feedback from the employee who is leaving your employment.

In-Person Exit Interviews

With in-person exit interviews an HR representative meets individually with
each terminating employee.
Pros

● Can provide information regarding benefits and retrieve company

property during the interview
● Gives a personal touch to each employee
● Can probe for more information on each question

Cons

● Employees may be afraid to share sensitive or negative information

during an in-person interview
● For larger companies, it may be too time consuming to interview
every employee
● It's difficult to track information received verbally during an interview

Telephone Exit Interviews

Telephone Exit Interviews are conducted over the telephone by an HR
Representative or an outside third party consultant.
Pros

● Can probe for more information on each question

 ● Can enter data into a tracking system while conducting the interview
● Easier to schedule than in-person interviews

Cons

● Time consuming if done in-house by an HR Representative

● Expensive if done with an outside consultant
● Employees often reluctant to verbally share sensitive or negative
information

Paper and Pencil Exit Interviews

Paper and Pencil Exit Interviews are usually conducted by a form that is
given to the employee on their last day or mailed to the employee's home.
Pros

● Takes less time to provide a form compared with conducting an in

person or phone interview
● Employees can share information on paper that they may be reluctant
to say in person

Cons

● Return rates for exit interview forms average just 30-35%

● Difficult and time consuming to compile and track the data from paper
and pencil for

Online Exit Interview Management Systems

Employee self-service so easy for HR to administer

Employees comfortable sharing information by computer so more honest
responses
Information automatically compiles and tracked
Reportsavailable at a click of a button