Improve your Strategy with Employee Engagement Surveys

Employee engagement surveys are a powerful part of an employee engagement strategy. Management consultant Peter Drucker is often quoted as saying, “You can’t improve what you can’t measure.” Employee engagement surveys offer that all-important measurement tool.

When used as part of an overall engagement program, employee engagement surveys can:

  • Capture employee voice
  • Accurately gauge employee satisfaction
  • Give valuable data for engagement programs

Despite these advantages, only 11% of companies perform employee engagement surveys even once a year (according to Aon Hewitt) -- let alone achieve the full value of employee survey tools. Yet, Salesforce found that employees are 4.6 times more likely to perform their best when their voices are heard.

How do you get the most out of employee engagement surveys? Practice continuous listening to engage employees in both surveys and their jobs.

See a demo to learn how our employee experience platform can automate this for you.

Employee Engagement Surveys with YouEarnedIt

At organizations of all sizes, employee surveys remain a consistent, go-to tool for gathering feedback. They should be a staple in any continuous listening strategy.

But there are nuances to surveying employees, from the type of surveys used to how they're used effectively. Some do's and don'ts for using surveys effectively can be found in this guide.

Download this guide to find:

- A breakdown of common types of surveys your organization can use
- Clear DO's and DON'Ts for using employee surveys effectively at your company Download Now

Common Mistakes in Using Employee Survey Tools

Many companies start offering employee engagement surveys yet don’t get high response rates. If you’re in this boat, chances are you’ve made one of the following common employee satisfaction survey mistakes:

  • Ignoring important parts of the employee lifecycle. Some companies may only gauge employee satisfaction when doing an exit interview to find out what went wrong. There are multiple chances – from onboarding to everyday engagement, to promotions to find out what employees think and how they’re doing.
  • Infrequent (possibly only annual) surveys. A single survey doesn’t show you how or when engagement rates change throughout the year.
  • Taking feedback, not action. If you ask employees what they think they will want to know that you’re going to act on it. Otherwise, they may feel like their words are going into an empty hole and feel more disengaged after the survey.
  • Asking leading questions. Doing this limits the amount of information your employees will give you. Survey fatigue. Too many surveys is as counterproductive as too few. Surveying your employees too often may demotivate them from giving you any information.
  • These are important mistakes. But none of them are as critical as making sure employees know that your employee engagement survey is a safe space to give feedback. If employees worry that they’ll get punished for honest feedback, then they are unlikely to give it to you.

    To encourage employees to feel safe, make sure you keep anonymous feedback anonymous and enforce a ‘no retribution’ policy for negative feedback.



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Three Approaches to an Employee Satisfaction Survey

At YouEarnedIt, we’ve studies different approaches to employee satisfaction surveys. We’ve built functionality for the three main types of surveys into our employee experience platform:
  • An eNPS score offers a numerical measurement of employee loyalty or engagement.
  • A pulse survey that takes a company’s pulse on a set of regular, repeated questions.
  • A custom survey with one or more unique questions that can get answers to individual situations or need.
Each of these surveys types offer different information and can give you important data about your engagement programs.

The eNPS score asks a simple question: how likely are you to recommend that a friend or colleague work at this company? Gallup has shown that employees who have friends at work are more engaged and perform better. Your score on this question is a quick indicator of your employees’ loyalty.

Our pulse survey functionality includes an employee engagement survey with eight pre-programmed questions that measure engagement. Each of these questions is based on extensive research and training in the field of employee engagement. Asking these questions on a quarterly basis gives direction on where you could invest to build your engagement or eNPS score.

Our platform also includes employee survey tools to create custom surveys or do employee polling. You can use this for a custom employee satisfaction survey or ask simple questions like the quality of a company presentation, responses to a new benefits offering, or collect feedback on team events.



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Integrated Rewards and Recognition Survey Approach

Employee engagement surveys are more effective when they are a part of an integrated reward and recognition survey approach.

YouEarnedIt has included pulse, eNPS and custom surveys as an integral part of our overall employee experience platform. The combination of rewards and recognition with an employee engagement survey creates a powerful feedback source:

  • Measure engagement by the number of recognitions sent and received.
  • Check which core values resonate the most with employees by tracking which are tagged most frequently.
  • Get better survey participation, because they are delivered inside a platform that employees check regularly for recognition and rewards.
  • Boost survey responses using Behavior Bonuses rewards for responses.
  • See which employees are most engaged by looking at recognition trends.
  • Investing in this combination is an investment in employee engagement.

    Best Practices for Employee Engagement Surveys

    Here are some best practices to get the most out and investment in employee survey tools:

    • Make sure each survey has a clear purpose.
    • Set a regular cadence for surveys.
    • Practice a no-penalty policy for negative feedback.
    • Seek in the moment feedback. Even a quick one-question survey offers valuable feedback.
    • Use an integrated employee experience platform to deliver surveys.
    • Adapt surveys to match phases of the employee lifecycle.
    • See how you can use the YouEarnedIt employee experience platform to automate and implement these suggestions today.