The benefits of employee surveys

The benefits of employee surveys - Centric HR

From gathering feedback to monitoring progress, employee surveys can measure employee engagement, improve performance and enrich your company culture. Also known as employee morale surveys, they are predominately used to gather opinions that the management and HR can use to build a positive environment for the employees.

This can be done by understanding multiple employee perspectives, and using that information to learn and move forward.

Typically, a business will choose to use HR surveys for:

  • Allowing employees to highlight problems or issues
  • Learning about morale, loyalty, and productivity
  • To improve the recruitment process
  • Find out more during an exit interview

Different types of HR surveys

Carried out regularly, employee engagement surveys provide information that can not only help you to provide a better employee experience but can enable you to improve productivity, make the most of the talent that you employ and head off many common employment problems. Some of these different types of invaluable employee surveys include:-

Employee engagement

As part of an engagement strategy, employee engagement surveys provide an opportunity to gather anonymous feedback that can be used to retain staff and improve engagement with changes to your working environment. Increased engagement can save you money and improve your employee’s relationship with your organisation and also understanding what factors drive employee engagement allows you to take action on specific areas.

Recruitment

The recruitment process is a potential employee’s first interaction with the business. The experience a candidate has with your company during the interview process is essential. This feedback can tell you how most candidates find out about your job openings, what they were most attracted to in the position, and how they felt about your recruitment process.

Salary and benefits

Employee benefits surveys are questionnaires sent to employees on an annual basis to gauge which benefits are most important to employees. They ask questions about the quality of specific benefits, how they compare to other companies, and any additional benefits employees would like to see in the future. This can relate to annual leave, health insurance, parental leave, retirement, stock options, free meals, etc.

Onboarding

Employee onboarding survey questions are crucial for improving your company’s onboarding process and retention rate, as well as your new employee’s productivity and satisfaction. Every company should implement employee onboarding surveys at the end of the first, third and sixth month of the new employee’s time at your company. This type of employee survey can really help you understand what are the bottlenecks in your company’s onboarding process and help you successfully onboard new employees.

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Exit interviews

Although employee exit surveys are carried out at the end of an individual’s employment, the insight they reveal can be beneficial to improving other stages of the employee lifecycle. If each survey is conducted in a consistent and standardised way, the feedback from exit surveys can help you to identify any common reasons why staff are leaving. You will then be able to use this insight to take any actions you need to further improve your working environment, employee happiness and ultimately reduce staff turnover.

Overall, human resource surveys are a great way to get candidate feedback from your employees that’ll help you create a healthier, happier, and productive workplace.

Centric HR provides a variety of HR services including HR outsourcing , HR consultancy and even business support. For further information on carrying out employee surveys, and how Centric HR can help you implement them into your business, please contact us here.

 

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Sandra Berns

Sandra Berns

Centric HR was founded by Sandra Berns, a confident and versatile Human Resources and Organisational Development Practitioner with 25 years demonstrable experience and a Fellow of the CIPD. Sandra has both Operational and Strategic HR expertise across Public and Private sectors and has assisted senior teams in meeting challenging workforce objectives in many corporate environments.