Employee satisfaction surveys: What they are and how to use them

Employees who are satisfied with their jobs usually feel more motivated. But how do you know what employees think about their jobs? Sometimes, all you have to do is ask. Employee satisfaction surveys can provide valuable insights into employees’ opinions and concerns so you can develop plans to boost engagement and retain your best workers. This guide covers how to administer employee surveys and the best questions to ask so you can collect useful feedback from your team.

What are employee satisfaction surveys?

An employee satisfaction survey is a questionnaire that gauges how employees feel about their jobs. HR professionals can use employee opinion surveys to determine whether workers feel content with their roles. This type of survey often focuses on specific aspects of the workplace, such as:

• Diversity and inclusion
• Employee benefits
• Compensation
• Management
• Professional development
• Team performance
• Culture and environment

Usually, employees take these surveys anonymously to encourage honest feedback. It’s a good idea to administer these surveys consistently, such as once each quarter, to measure employee satisfaction over time and evaluate your retention strategy.

Benefits of employee satisfaction surveys

Employees who feel satisfied with their jobs have higher productivity levels and produce better work compared to employees who don’t feel happy in their roles. In this way, employee satisfaction can have a direct impact on a company’s bottom line. However, many companies have room for improvement when it comes to employee satisfaction. According to recent data from the Pew Research Center, only 51% of employees say they feel extremely or very satisfied with their jobs.

By allowing employees the opportunity to provide feedback, you can get a better understanding of areas for improvement. Specifically, employee satisfaction surveys can help you:

• Gain real-time insights into common issues affecting employee satisfaction.
• Build trust with employees by showing them the organization cares about their concerns.
• Create an engaged workplace where employees feel valued.
• Target areas for improvement and implement realistic solutions.
• Anticipate turnover and proactively create strategies to boost employee retention.
• Monitor key performance indicators related to employee satisfaction, such as productivity and absenteeism.

“By allowing employees the opportunity to provide feedback, you can get a better understanding of areas for improvement.”

How to use employee satisfaction surveys

With all the benefits of employee opinion surveys, it’s essential to implement them. Follow these steps to administer and use employee satisfaction surveys for your team or organization.

Choose the survey focus

What do you hope to accomplish with the data you collect? For example, you might want to learn about employees’ perceptions of the company culture, or you might have a goal of gathering data related to turnover and retention. Targeting specific areas can allow you to define the survey scope and ask the right questions.

Compile questions

Write questions related to the focus of the survey. Use simple language and keep questions concise. Wordy or complex questions can confuse employees and affect the value of the feedback you receive. Some other best practices for compiling employee opinion survey questions include:

• Use neutral language that doesn’t lead employees to the answer.
• Avoid using buzzwords or industry jargon.
• Provide a range of options for multiple-choice questions.
• Make sure each question only addresses one topic.
• Don’t repeat questions by asking them in a slightly different way.
• Give employees the option to skip questions they prefer not to answer.
• Test the survey with managers or other HR team members to get feedback.

Determine the length

In most cases, short surveys will yield higher participation rates among employees. While there’s no magic number of questions to ask, aim to keep surveys short enough that employees can complete them without taking too much time away from their other responsibilities.

However, if you’ve never administered an employee survey before, your first one might be longer. You may want to get a comprehensive set of data you can use to evaluate employee satisfaction. Tell employees this survey will be longer than future questionnaires, and offer an incentive for completing it. For example, all employees who submit responses may be entered into a raffle for a gift card or company swag.

Set a deadline

Decide how long employees will have to take the survey and submit their responses. Set a deadline that allows most employees to complete the survey. In general, one to two weeks is a good deadline for employee satisfaction surveys. Send a reminder a few days before the deadline to encourage employees to submit their feedback.

Administer the survey

Choose how you will administer the survey to employees. Software programs can send surveys and collect responses, compiling the results into reports. You can also use online tools to create a survey quickly, and send employees a link to complete it.

Be transparent with employees about why you’re asking for their participation. Communicate what you’ll do with the results, such as share them with the executive team. Make sure employees understand their responses are anonymous so they know they can respond honestly.

Thank employees

After the deadline passes, take the time to thank employees for their participation. Tell them you value their feedback, and reiterate how you plan to use it. This step makes employees feel like the organization cares about their opinions and concerns, which can boost their satisfaction.

Evaluate the survey results

Once you’ve collected responses and thanked employees for their feedback, evaluate the survey results. Compile the data you’ve collected and analyze it closely. Prepare a report or infographic you can share with other stakeholders, such as HR managers and executives. Together, determine the trends you may want to prioritize to increase workforce satisfaction.

Examples of employee survey satisfaction questions

The questions you ask on a survey can affect the quality of feedback you receive. It’s best to use a combination of questions, such as multiple-choice, open-ended, and yes-or-no inquiries to get a complete picture of employee morale. Here are some examples of the best questions for an employee satisfaction survey:

• Do you enjoy working with your team members and other co-workers?
• Do you believe the company values your work?
• How meaningful is your work?
• How often do you feel stressed about work?
• What would you like to change about the benefits you receive?
• Does your manager provide worthwhile feedback about your work?
• Do you feel like you are paid appropriately for the work you do?
• In your opinion, how likely are you to advance within the organization?
• How often do you get to work on tasks that challenge or inspire you?
• Do you feel confident about your future at the company?
• Does your manager provide you with the tools and resources you need to do your best work?
• How often do you change or cancel personal plans to manage your workload?
• Do you feel like your manager values your feedback?
• How comfortable do you feel bringing an issue or concern to your manager?
• Would you recommend the company to your family and friends?
• How would you describe the company culture?

Employee satisfaction surveys provide valuable insights into how employees feel about their jobs. By collecting this feedback, you can determine effective strategies to boost employee engagement and retention, leading to a happier, more positive workplace culture. Use these tips and strategies to create a comprehensive satisfaction questionnaire for employees, and gather meaningful data for your organization.

More tips on employee retention:

Did your survey reveal signs of employee burnout? Check out these steps you can take to improve employee satisfaction.

In today’s employment market, there are definite benefits to retaining your workforce. Consider some of these best practices for employee retention.

If you want an engaged, productive workforce, start by looking at the employee experience. Here’s how you can improve it at your organization.

When employees feel supported, they’re more productive and fulfilled in their jobs. Learn how to support employee well-being in the workplace.