Use short questions on a fixed five-point scale covering the role, the manager, pay, growth and the work environment, plus two open questions. Keep it truly anonymous, and share the results with employees along with a clear plan, or the answers will be less honest next time.
Step by step
- 1
Set the purpose and themes
What do you want to learn and decide after the survey? Choose five to seven themes only.
- 2
Write clear questions
One statement per question, such as: my manager makes clear what is expected of me. Avoid double-barreled and leading statements.
- 3
Protect confidentiality
A digital tool that collects no names, and no results shown for any group of fewer than five people.
- 4
Choose timing and length
A stable period away from the raise or appraisal season, and about a quarter of an hour to complete.
- 5
Analyze by group
Compare departments, managers and length of service, and look for the three weakest themes, not just the overall average.
- 6
Share results and the plan
Tell employees the main findings and three specific actions you will take, then repeat the survey a year later to measure the change.
A survey followed by no change is worse than no survey, because it convinces employees that their opinion does not matter.
- employee satisfaction survey questions
- employee survey template