Getting started with an engagement survey process

Getting started with an engagement survey process

Publish Date: 2022-08-18

Author: Victoria Bond

Employee engagement is essential when it comes to business success. Organisations with high engagement outperform organisations with low engagement by 202%. To ensure you’re doing all you can to help your business succeed, you need to care about your employee’s engagement. In fact it needs to be one of your top priorities!

When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.


Using a specialist employee feedback platform 

1.Questions written with the help of a third-party perspective are the most effective. An expert, outside view will know what type of information will be most useful for leadership and HR teams. Not to mention the questions aren’t written in a way to bias the answers.

2.Using a third-party employee survey company is extremely important for anonymity and confidentiality. It creates the safest of environments for employees to answer questions in the survey. When surveys are done in-house, it’s difficult for teams to believe their answers are anonymous. 74% of employees said they’d be willing to give more feedback if they were truly anonymous.

3.A specialist platform can help hugely with data analysis and can massively cut down the time to get from survey launch, to action taken. Choosing a platform to crunch the data for you can be a wise investment when it comes to interpreting and sharing results post-survey. 


Designing your survey 

A long survey can impact response rates and could be the reason why your team isn’t completing. When the number of questions rises to a large amount, many team members will try to rush through their answers or avoid taking it altogether. 

It’s best to keep the surveys concise with questions that will prompt the best answers out of employees.

We recommend a mix of scaled questions (0-10) to give you data points and written responses. This way your team can complete the survey within a reasonable time whilst also having the chance to write more in-depth responses.

💡Try to limit your employee survey questions to under 20. Doing so will help with response rates and better quality data.

You don’t want your team spending any more than 15 minutes completing your survey. Ideally, make it more like 5 minutes and make it a regular event. 


Sharing your results and taking action 

The most important thing about conducting a survey is the action you take after it’s happened. By sharing your results with your team quickly and committing to the actions you are going to take, you can quickly build engagement and make the process meaningful. 

When sharing employee engagement results in company-wide and team messaging, it’s important to:

BE OPEN - Don’t try to position results to be better or worse than they are. Talk openly about them. How you talk about survey results sets the tone for receiving continued honest employee feedback and their ideas for improvement. Being open builds trust.

BE CLEAR - Employee survey results can be difficult to understand. Be as clear and concise as possible when you share the results with employees. Avoid jargon and commentary that will create confusion.

DON’T PLAY DETECTIVE - The responses should be anonymous. When reviewing employee survey results, the conversation should never turn into speculations about who said what. This diminishes the credibility and integrity of an anonymous survey process.

BE OBJECTIVE - When communicating survey results, do your best to play the role of an impartial observer. Communicate the findings without interspersing personal opinions. Employees might be unlikely to share opinions if they feel they are being judged.


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

Knowing how to help your team engage and be satisfied at work is vital in creating a successful business. Use employee engagement surveys to gather honest, reliable feedback. This feedback and data can be used to take action and create an incredible workplace.

We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at

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