Why you should say no to DIY employee survey questions

23 Nov 20 | Blog

So you need to send an employee survey. Maybe it’s an exit interview, or to see how people feel about returning to the office – or you could be measuring employee engagement. Whatever it is, take our advice: don’t write the questions yourself.

Would you rewire your house, or build your own car? You could, of course, but it’d be a much faster and more professional job if you hand it over to someone else. 

5 reasons you shouldn’t write your own staff survey questions:

  1. It’ll take you too much time: employee surveys are likely one small part of your role, so why spend hours writing them? Not to mention that self-penned question sets will likely need sign-off from senior management – leading to further delays.

     

  2. Your response rates will suffer: our surveys keep your response rates high for two reasons: they’re short, and use questions proven to get people to answer. Fill your surveys with too many irrelevant questions, and you’ll see response rates drop.

     

  3. They won’t be backed by research: we’ve spent a lot of time and effort studying survey questions, and pinning down which work the best – why not make your life easier, and benefit from that instead of starting from scratch?

     

  4. It makes it harder to benchmark: our question sets have been in front of 1000s of people, so we can provide benchmarks for engagement and other areas. With a bespoke staff questionnaire, that’s just not possible.

     

  5. Analysis won’t be as simple: our tech works regardless, but if you use one of our tried-and-tested question sets then you’ll find it a lot easy to slice-and-dice, analyse, and interpret your survey results.

We have employee survey templates for every purpose

We call them ‘deep dives’. Employee lifecycle, change management, engagement, inclusion: you can benefit from our wide range of deep dive surveys. Taking a laser focus means it’s a lot easy to build a strategy, plan actions, and generally take your next steps.

For whatever you want to ask your people, we’ve got a question set. But what if you’re not sure where to start? We can help you there too:

How to choose which deep dive survey to run:

  1. Run a full scan: start off with our Organisational Fitness scan, which covers the width and depth of the employee experience. You’ll get a score (with proven links to KPIs!) but also see your performance in 16 different areas.

  2. Identify key focus areas: from ‘leadership’ to ‘role fit’, you’ll see how your people feel about a wide range of topics. See your struggling in one area, and want to know why? Or spotted a strength, and want to learn more? Do a deep dive!

     

  3. Run a deep dive: one customer of ours saw a lower score for ‘Innovation’, so they did a deep dive. Each one is broken down into four key areas, each with a mix of open-ended and closed questions, so they could identify what actions to take next.
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