Employee Engagement - Starting your survey process

Employee Engagement - Starting your survey process

Publish Date: 2022-11-24

Author: Victoria Bond

Organisations with high engagement outperform organisations with low engagement by 202%. Employee Engagement needs to be one of your top priorities to ensure your business can succeed.

Here we take a look at some of the key things you need to consider before you send out your first survey. 


Specialist Engagement Platforms

One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company. So what are the advantages of using a specialist to carry out your surveys? 

  1. The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can’t be written in a way that would influence the replies and make the most of the insight you capture. 
  2. 74% of employees said they’d be willing to give more feedback if they were truly anonymous. For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.
  3. A specialised platform can greatly speed up data processing and the time it takes to move from survey launch to action. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment.


Survey Design

A lengthy survey may affect response rates and prevent your team from completing the survey. Many team members may attempt to rush through their responses or avoid taking it altogether when the number of questions increases to a significant quantity.

The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.

To provide you with data points and written responses, we advise using a variety of scaled questions (0–10) with a few written feedback questions also. This will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.

💡 Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won’t lose interest.

Your team shouldn't take longer than 15 minutes to complete your survey. Ideally, make it a regular event that lasts no longer than five minutes.


Results & Action

The response you give to a survey is what matters most, not the survey itself. You can instantly increase participation and give the process significance by quickly sharing your results with your team and committing to the steps you will take.

Sharing employee engagement results in corporate and team messaging is crucial since it allows you to:

BE OPEN - Don't attempt to frame outcomes as better or worse than they actually are. Openly discuss them. The way you discuss survey results sets the tone for how honestly you will accept future employee feedback and suggestions for change. Transparency fosters trust.

BE CLEAR – Results from employee surveys might be challenging to interpret. When communicating the findings to staff, be as concise and clear as you can. Keep your commentary and language simple so as to avoid confusion.

DON'T PLAY DETECTIVE - The answers ought to be anonymous. Never engage in conjecture about who said what while discussing the results of an employee survey. An anonymous survey process loses credibility and integrity as a result of this and can be damaging to overall engagement in the long run.

Want to know more about the steps after the survey has ended? Check our blog on ‘Making the most of your engagement data’


A successful business depends on knowing how to encourage team engagement and satisfaction at work. Utilise employee engagement surveys to collect truthful, trustworthy input. It’s possible to take action and build a fantastic workplace with this feedback and data.

We can help you by providing anonymous employee feedback so you can monitor the engagement and wellbeing of your workforce. Talk to us by visiting www.tenspace.co.uk/contact

Share this article

Recommended reading

Your Employer Brand
Your Employer Brand
Why ‘zero resignations' should come as a surprise
Why ‘zero resignations' should come as a surprise
Why diversity, inclusion and belonging matter hugely to engagement
Why diversity, inclusion and belonging matter hugely to engagement
Sign up for a monthly employee engagement round up