Emplify administers confidential, psychometrically-valid questionnaires to measure employee engagement in your organization. Our quantitative survey will only take your employees about 6 minutes to complete, and we handle the administration, delivery, and data analysis.
We repeat this process every 90 days — so you can see the impact of your actions and can adjust accordingly each quarter.
While other solutions only look at employee satisfaction, Emplify gives you insight into true employee engagement. We do this by measuring the presence of 17 underlying drivers of engagement, such as purpose, autonomy, role clarity and utilization.
The ability to quantify these drivers helps you better understand strengths and weaknesses in your organization so you can prioritize initiatives.
“With the help of Emplify, we’re making decisions that not only make work better for our people, but have a real, measurable business impact. The work we’ve done on employee engagement has led to a 50% decrease in turnover.”
“We have improved employee engagement and performance companywide. Productivity rose to 90% in 2019 (the highest in company history) and our billable revenue has increased by $2 million since we started working with Emplify.”
“I spent an extensive amount of time researching engagement measurement solutions and ultimately went with Emplify because of their coaching. I’ve been thrilled with the results so far. The insights have been valuable and the coaching has been world-class!”
An employee survey is also often called an employee engagement survey, but they aren’t necessarily the same thing. You can survey employees about their engagement, but you can survey them about other things, as well, such as retention, interests, company policies, and much more. The important thing to understand about an employee satisfaction survey is that it needs to measure what’s important for the company to know about the employees. That way employees feel heard, and the company can make changes to help with employee morale and retention, along with other things.
Employees can be surveyed online, over the phone, on paper, or even in person. Many surveys today are conducted through software applications, but there are other ways to address questions that employees can answer. The most important focus for any employees is whether the company will take any of that employee’s suggestions to heart, or whether the survey actually has very little point to it. If a company’s going to offer employee survey questions, those questions need to be valid and valuable. Employees who don’t see the point of the questions are more likely to avoid taking the survey.
Of course, that doesn’t mean all your employee satisfaction survey questions have to be extremely serious or focused. You can also include a few fun employee survey questions, as long as they still have a point and don’t completely disrupt the intent of the survey.
An employee feedback survey is very similar to an employee opinion survey, although the feedback survey may be more specific. Generally, a feedback survey comes when something has been done and the company wants to know how employees feel about it. An opinion survey could be more broad and far-reaching, addressing a particular thing or focusing on beliefs about the company that aren’t as specific. Either way, the benefits of a survey of your employees shouldn’t be underestimated.
When you survey employees, you get their feelings about the company and whether they’re happy with the job they have there. If you have an anonymous employee survey it’s much easier to get accurate answers, because a lot of employees don’t want to give their names or other identifying information — especially if they’re saying things that are critical of the company. When you collect information from an employee survey, you find out more about what your employees think and the kind of things they’d like to see changed.
If you take that information and put it to good use, you can give your employees a better working environment and keep them happier. That generally translates to employees who are pleased with the company and like the work they do. With a good environment and the right type of support to do their work, employees can flourish and make things better for the entire company. Surveying these employees to find out what they need is a very important first step.
Whether you’re already using employee surveys and want to make them better, or you’re trying to decide on a survey to start using and aren’t sure if it needs improvement, there are options. With a good employee survey template, you can focus on the kinds of questions your employees really should be answering. You can also adjust your focus and have more than one survey available, so you avoid asking too many questions at one time.
Shorter surveys are usually better, because they aren’t as stressful for employees and they don’t take up a lot of time. A long, confusing, or uninteresting survey could easily be a survey that employees won’t take or won’t spend much time on. Instead of risking that and not getting good information, make your surveys short and easy to answer. You’ll have a lot better chance of seeing your employees take those surveys properly when you do that, which can help your company move forward with any changes or suggestions from those surveys that you can implement.
The right employee survey tools and questions are both very important when it comes to getting the kind of answers you need. You don’t have to get everything just right to get valuable answers, but you want to ask the right questions as much as possible. That way you won’t have to keep offering additional surveys to your employees, and can collect the information you need so you can move forward with the answers you’ve received.
There are a lot of different employee survey ideas you can consider, depending on the kind of company you have and what you want to know about your employees. For almost every company, though, employee survey questions about culture are very important. Company culture is a big deal for every company, from smaller ones to big corporations. If the culture is bad, employee morale will be low and turnover rates will be high. For companies with better cultures, more work gets done and employees are generally happier.
But there’s more than just the culture to consider. Where an employee is in their career or journey with your company can affect what kind of survey you give them. An employee benefits survey will focus on the kinds of benefits the employee has and how they feel about those, as well as the importance of benefits for their future. An employee exit survey would be conducted with an employee who was leaving the company, to find out about their experience with the company and why they’re leaving, among other things. These kinds of specific surveys can really help both companies and employees learn more about one another.
Other types of surveys to consider are the employee motivation survey and the employee recognition survey, as these are areas that can directly affect engagement, along with how hard employees may be willing to work for the company in the future. Using an employee morale survey can be significant, too, because low morale can mean that a worker won’t do their best for the company and may not enjoy coming to work. But there could be ways to change that, if a company is willing to listen.
When considering getting help from employee survey companies so you can find out more about your employees’ thoughts, it’s important to choose a company that will offer you the right kind of software and support. That way you can see employee survey examples to choose from, and can also look at employee survey tools that might work better for your needs. An employee pulse survey, for example, will focus on the general level of happiness and interaction throughout your company. But you need the right kind of software and survey questions to find the answers you’re seeking.
You don’t need to settle for something that’s not really going to help you get answers. It’s very important to have surveys that workers will be comfortable taking, so you can get the most honest and authentic responses. But you also don’t want to ask workers anything that you don’t want to know the answer to. With an anonymous survey, employees may be very honest about how they feel. Companies that use software for anonymous surveys can get good answers without the specific employees’ information being revealed.
Using quality software for employee surveys is the way to make sure every employee feels valued and has the chance to have their voices heard. Companies will get the information they need, and workers will feel appreciated and better understood. That’s good news for both sides, and can provide a more collaborative experience for everyone. Good software can also allow companies to send surveys more often, and make it easier and faster for employees to respond.
There are important strategies that should be considered for employee surveys. That’s because every employee is different, and so is every company. The same strategy that works for one company isn’t necessarily going to work for another one, especially if the industries are very different or there are other anomalies to consider. But one of the best things about employee surveys is that they’re extremely flexible. It’s possible to use all kinds of different surveys, and modify them in ways that work for the company and the people taking the survey, as well.
When considering your employee survey strategies, focus on the kinds of things that your employees value. If you have a company that’s very detail oriented, you may want to ask more specific kinds of questions, or open ended questions where employees can give their feedback. A technology company probably wouldn’t want to send out paper surveys, either. Tailor your survey to what you need to know and the ways your employees are likely to respond, so you can accomplish more and find out all you need to know in one place. Then the survey data can be processed and handled more easily.
Your employees rely on you to give them a quality working environment and a good sense of purpose in their work. If you’re not providing that for them, it’s time to find out how you can. That’s done through interacting with your employees and finding out what they need. A survey is one of the best ways to do that, and can give you the biggest opportunity to help your employees, so they enjoy their work more and have a better environment. Happy workers are productive workers, but it’s harder to keep them happy if you aren’t sure what they need.