Tips & best practices for conducting an employee survey

An employee survey is essentially a structured process in which we collect the opinions and experiences of employees. We use questionnaires to measure things like how satisfied they are, how engaged they are, how they experience leadership and how they feel about the work environment. With these insights, we can discover the strengths and areas for improvement of the organization, recognize trends and develop action plans. By regularly conducting an employee survey, we help improve work culture and increase employee satisfaction and engagement. It is simply a very useful tool for listening to employees and creating a more productive and satisfied work environment.

The purpose of an employee survey is actually quite simple. There are three important reasons:

It is important to know how employees feel about different aspects of their work, such as their work environment, salary, development opportunities and a good work-life balance. Through this insight, we can discover strengths and identify areas for improvement, so that employees are even more satisfied.

Engaged employees are often more motivated, productive and more committed to the organization. An employee survey helps us identify factors that influence engagement, such as leadership, communication and development opportunities. Based on the results, we can take targeted initiatives to strengthen engagement and promote a positive work culture.

An employee survey helps us identify bottlenecks and challenges within the organization that might otherwise be overlooked. We can discover areas where we can improve and adjust processes to create a positive work environment. This not only affects employee satisfaction and engagement, but also the performance and success of the organization.

With all the competition in the labor market, it is essential to provide a satisfying work environment. An employee survey helps companies understand what motivates and satisfies employees, so they can remain competitive in attracting and retaining talent. Employee well-being is becoming increasingly important as it directly affects productivity and business results. An employee survey measures employee experiences and identifies issues that affect their well-being. Changes in the way of working, such as remote work and flexibility, require adjustments. An employee survey helps us understand and address these challenges. New generations also have different demands, and an employee survey provides insight into how we can meet these changing needs and remain attractive to new talent.

You can conduct an employee survey in several ways. One option is to hire an external research agency specialized in employee surveys. They have the expertise, experience and tools to professionally design, conduct and analyze the results. They ensure everything runs confidentially and objectively, so the results are reliable.

Another option is to conduct the employee survey internally. This requires you to create the questionnaires, collect the data and perform the analysis yourself. You can use the HR department or other internal resources for this. The advantage is that you have more control over the process and can address specific needs and context. It can also be more cost-effective than hiring an external agency.

When conducting an employee survey internally, it is important to ensure that the questionnaires are valid and reliable, that respondent anonymity is guaranteed, and that the results are analyzed objectively. You should also pay sufficient attention to communication around the survey to stimulate participation and honesty from employees.

The choice between hiring an agency or conducting internally depends on the specific needs, resources and expertise of the organization. Both approaches can be effective, as long as you pay attention to the quality of the survey and the usability of the results in decision-making and implementing improvements.

Creating a questionnaire for a survey can be a challenge. There are several things to consider, such as scientific validity, relevance of the questions, balance between open and closed questions, length of the questionnaire and management approval. These aspects have a major impact on the effectiveness of the survey.

How many questions you ask in your employee survey depends on what you want to know and what goals you have set. We recommend asking at least 25 questions and not overdoing it with more than 80 to 120 questions in total. It is important that people enjoy filling out the survey and that it does not take too long.

That is why Learned developed the Learned Engagement Model. This model is based on 18 themes with 90 scientifically validated questions that measure employee satisfaction and engagement. You can download the model for free.

Well, not really. There is no legal obligation to conduct an employee survey. However, according to the Working Conditions Act, employers must map out work pressure, work stress and undesirable behavior. This must be included in the risk inventory and evaluation (RI&E), along with other occupational risks. Employers must also implement policies to prevent or reduce psychosocial workload (PSA). Although an employee survey is not specifically mentioned as an obligation, it can help identify work pressure, stress and undesirable behavior and find areas for improvement. Promoting a healthy work environment and employee well-being shows that you are an engaged employer.

The costs of an employee survey can vary depending on the chosen option. Here are three possibilities:

1. External agency

If you hire an external research agency, you can count on a professional approach. But keep in mind that this can be expensive. For an organization with about 100 employees, costs can quickly add up to €5,000 to €10,000, depending on the scope and complexity of the survey.

2. Do it yourself with free tools

Another option is to conduct an employee survey yourself using free tools like Google Forms. This can be cost-effective, but it requires more time and effort. You have to create the questionnaire, collect the data and analyze the results yourself.

3. ESS tool like Learned

A third option is to use a special ESS tool like Learned. These tools offer advanced features for conducting employee surveys. Costs can vary, but are often based on a price per employee per month. For example, Learned is available from €2 per employee per month. This option combines ease of use with professional functionality and can offer a good balance between cost and efficiency.

It is important to weigh the costs against the specific needs and capabilities of the organization.