If you want to increase the engagement of your employees, you have to measure how they perform on a daily basis, and use the results to change the company’s performance.

As business owners, we all want to have happy employees who are productive and enthusiastic enough to provide quality work for you and your clients. If you want to improve the participation and overall performance of your employees, we have listed out ten recommendations on how to prepare an employee feedback survey. Doing so will help track the current performance of your employees and plan ahead on how to improve their output.

As you go through the tips listed below, always remember to value your employee feedback because you have invested money to make a distribute the survey. In turn, the employees have given their time and effort to respond. Furthermore, it is important to show your employees that their feedback is valuable enough to change certain aspects of the company. If you do not take the feedback process seriously, you are going to lose their support and they are less likely to put much effort into any future surveys or efforts to gauge their satisfaction.

Let us dive into the points that will make your employee feedback survey effective.

Customize the survey

Employees are usually interested in providing feedback to surveys that seek to know their thoughts and opinions on issues they deem important. You have to make the questions relevant to them. You can easily discourage participation from your employees if you are carrying out the standard surveys because employees will feel the questions are not targeted and that you are not aware of what they are going through on a daily basis.

Come up with open-ended questions

You can capture raw, unfiltered suggestions and thoughts of your employees with open-ended questions. Employees like expressing themselves in this manner because they can provide more details and depth to their response than standard closed ended questions. Use two or three open-ended questions in your survey.

Be considerate of the length of the survey

It is recommended to use a survey that has between 25 and 50 questions. If you go below 25 you run the risk of not getting enough information, while surveys that are longer than 50 questions can cause less participation from employees and lead to fatigue.

Make it easy to participate

Do not make it hard to access the instructions, or use a complex way of administering the survey. You should also make it easy for employees who are working in different shifts to complete the survey and have a chance to participate.

Give out incentives for customer participation

Different companies give out different kinds of incentives for employee feedback participation. You can include free lunch, drinks or other giveaways.

Limit the questions for demographics

Don’t ask too many questions about tenure, gender or department. These type of questions will make employees cautious and may not answer correctly because of the fear of their identity being made public. Alternatively, you can also use technology to merge demographic information on the background without asking any questions about demographics on the survey.

Report the findings

Share some of the findings with the employees; this makes the employees feel that they have been heard.

Create action plans for all levels

Every department lead should discuss the findings, and share the new goals for improvement. Employees need to be considered in the planning process and help come up with the new course of action.

Ensure that the top executives take action

Participation of employees in the next employee engagement survey will be highly considered if the top level management uses the feedback to make changes in the company. Don’t ask employees to give feedback if you don’t plan on taking action.

Communicate your action plan

As a company, let your employees know the plan you have based on the feedback you got and ensure that you see it through. Communication of these plans throughout the year will make the change more effective, which will be seen when the next survey occurs.

Conclusion

It is important to be consistent with the steps indicate above to get the most out of your employee’s survey. Repeat the same process on a yearly basis for it to be a company culture to track performance and implement change for the progressive improvement of the company.

 

Author Bio:  Jeremy is a tech and business writer from Simi Valley, CA. He’s worked for  Adobe, Google, and himself. He lives for success stories, and hopes to be one someday.