15 Types of Employee Engagement Surveys You Need to Know About

Employee engagement is one of the most important factors in the success of any organization. Employee engagement is directly linked with increased productivity, customer satisfaction and improved employee turnover rates. Employee engagement survey is one of the best ways for any organization to know more about its employees, learn their challenges, and act on them to create a better working environment.

In this blog post, we will see the 15 most effective types of employee engagement surveys, their utility, and their connection with predictive hiring strategies. Apart from providing current information on the workforce, these surveys also assist organizations in planning for the workforce in the future.

Why Are Employee Engagement Surveys Important?

An employee engagement survey is a useful tool that helps assess employee attitude and satisfaction with the position and the company. The benefits of undergoing these surveys are as follows:

• Employee motivation and morale.
• Hiring and promoting people who match organizational values and strategic objectives.
• Challenges relating to staff productivity and staff turnover.
• Promotion and career progression chances.

Explore the significance of employee engagement further in What Is Employee Engagement?

The Role of Employee Engagement Surveys in Predictive Hiring

An employee engagement survey is also used to identify strategies and optimise the organization. For example:

• Higher engagement scores pointing to specific departments can help in staffing decisions concerning similar positions.
• Surveys highlight characteristics and behaviours of superior, enthusiastic workers using tools that can help recruiters identify individuals with similar profiles.

15 Types of Employee Engagement Surveys

• Onboarding Survey

Onboarding surveys can also evaluate the new hire experience and whether the employees are well supported during the first week. Questions focus on:

• Clarity of job expectations.
• Implication of orientation programs.
• Access to resources.

• Pulse Survey

By nature, pulse surveys are quick, recurrent polls that give managers instant feedback on employees’ attitudes. They are most suitable for pointing out emergent issues and documenting shifts in the employee engagement survey results.

• Annual Engagement Survey

A yearly extensive questionnaire evaluates many aspects of employee engagement, such as leadership, communication, work-life balance, and satisfaction level. This survey gives a broad picture of the organization’s engagement profile.

• Manager Feedback Survey

These surveys help assess the level of interaction between employees and their direct supervisors. The existence of strong managerial relations is an important factor in the process of involving and maintaining the best employees.

• Remote Work Engagement Survey

These surveys are helpful with the growth of work-from-home coverage and help determine how engaged remote teams are. Questions focus on:

• Availability of communication equipment.
• Virtual collaboration and its efficiency.
• Remote work challenges.

Learn how to foster a thriving remote culture in Building a Remote Work Culture.

• Diversity and Inclusion Survey

These surveys identify how the workplace is perceived as equal and fair to the employees. Organizations can use them to spot diversity deficiencies and create an inclusive environment.

• Well-Being Survey

Surveys taken by companies involve the safety and health of the employee, as well as their spiritual, mental, and emotional state. Some of them are the stressors, and others include the assessment of the wellness programs.

• Career Development Survey

These surveys assess the employees’ satisfaction with the organisation’s available training and development programs. Key areas include:

• Opportunity to participate in training and development programmes.
• Employment growth prospects.
• Organizational support for career advancement.

• Work-Life Balance Survey

It is important to realize employees’ conflicts of interest in order to engage them. This employee engagement survey assists organizations in determining places that can be worked on when it comes to flexibility for increased satisfaction.

• Exit Survey

Exit surveys are feedback collected through responses from exiting employees, which can be useful in assessing the following:

• Reasons for leaving.
• Organizational strengths and weaknesses.
• Suggestions for improvement.

• Stay Interview Survey

While exit surveys seek to deter employee turnover, stay interviews aim to maintain the employees by identifying their needs and interests.

• Leadership Feedback Survey

These surveys help determine the effectiveness of certain leadership and management styles from the employees’ point of view.

• Team Collaboration Survey

Engagement is significantly fostered by collaboration. These surveys provide increased knowledge as to how well coordinating teams function and determine where there is a need for better cooperation or information sharing.

• Rewards and Recognition Survey

It is important to know whether employees perceive their contribution as being valued. It checks the categories of the recognition employee engagement survey available and the employees’ satisfaction level.

• Organizational Change Survey

During organizational transitions like reorganization, mergers or out-sourcing, these surveys seek to determine the employees’ satisfaction level, among other things concerning the change process.

How to Design Effective Employee Engagement Surveys

• Focus on Clear Objectives

Before constructing a survey, make sure you know what you wish to get out of it. For instance, do you want to increase staff retention, motivation, or manager-employee familiarity?

• Keep It Simple

Formulate the questions in plain language, and do not ask multifaceted or ambiguous questions.

• Ensure Anonymity

To ensure the workers are being as truthful as possible, especially when addressing leadership issues or diversity within the workplace, provide the workers with anonymity.

• Use Data-Driven Insights

Utilise the employee engagement survey results to compare and contrast these findings with other HR strategies to create holistic talent management plans.

• Act on Feedback

People at the workplace also seek to find that their contributions are relevant to the organization and result in concrete change. Report survey results and provide detailed implementation of survey recommendations.

Explore more tips for employee engagement in Employee Engagement Strategies.

Case Studies: Employee Engagement Surveys in Action

Case Study 1: Microsoft

Challenge: Microsoft observed a reduction in the engagement scores of remote employees during the pandemic period.

Solution: They conducted pulse surveys with an emphasis on remote work issues. Several insights showed that the organisation should invest more in collaboration technology and addressing employees’ mental health issues.

Outcome: Comprehensive enhancements such as the new Microsoft Teams and mental health tools improved engagement scores by 25%.

Case Study 2: Unilever

Challenge: Unilever wanted a better representation of minorities worldwide in the employee pool.

Solution: The company administered a diversity and inclusion employee engagement survey to assess areas of deficiency and potential interventions.

Outcome: To address the findings from the survey, Unilever raised the proportion of women in management positions to 50%.

The Future of Employee Engagement Surveys

• AI-Powered Insights

AI-enabled tools will be used in real-time to popular employee engagement surveys to deliver generalized and highly accurate prediction and analysis for human resource teams.

• Personalization

Perhaps people in different positions, subdivisions, and geographic locations will be happier to complete various surveys that will be tailored to their working environment.

• Gamified Surveys

Surveys will be enjoyable because of these features, and more people will complete them.

• Integration with Predictive Hiring

Employee engagement data will become more commonly utilized in applying the refinements of the hiring prediction about the company’s organizational culture and values.

Conclusion

Emerging best practices are about forecasting success in hiring depending on the company culture and values through the data on employee engagement. This signifies that more and more companies are using these data to effect change in the way they hire their employees.

Ready to elevate your employee engagement survey initiatives? Visit HackerEarth’s Official Website to explore tools and resources for improving workplace engagement.

Nischal V Chadaga Author 41 Blogs