Table of contents
  1. Why Most Satisfaction Surveys are No Longer Relevant
  2. Perfect Surveys in a Perfect World
  3. Crafting Employee Satisfaction Surveys for the Next Generation
  4. Types of Questions
  5. Tech to Use 
  6. The Bottom Line

We all seek satisfaction, and what satisfies us continually changes. What satisfied us in 1990 is very different to what satisfies us in 2022. We love our technology but it also has a way of alienating us from each other, but people are currently looking for ways to use technology to bring people closer together. 

This is especially true in the workforce. Employers are looking for ways to connect with their employees and to bring the company closer together in general. This is where employee satisfaction comes in. When employees are satisfied and engaged with their work, retention and performance rise, improving the bottom line. 

Employees not only demand work satisfaction, they also expect to play a part in that. They want to be asked for feedback and have their voices heard. Who wouldn’t? If you have the opportunity to improve your work environment, wouldn’t you jump on it? 

Unlike previous generations, where the workforce was looking for steady pay and long-term employment, today’s employees are quick to leave their company if they don’t feel satisfied (with or without another job lined up).

Why Most Satisfaction Surveys are No Longer Relevant

At this point you might be thinking: “Hang on! I am one of those employers who really care about employee satisfaction! Heck, I conduct satisfaction surveys among my employees! And take the results into serious consideration!”

Of course you do! No doubt about it! But how much attention do you pay to their effectiveness? And when was the last time you optimized and adjusted them? It’s not as simple as asking employees: “Are you satisfied?”

Here are just a few of the issues plaguing employee satisfaction surveys that we regularly see in businesses.

  • Outdated format: If you’re still handing out paper surveys, please return your time machine to the agency and get with the (software) program.
  • Irrelevant questions: As your business grows and changes, so do the criteria for your employee satisfaction. Updating the survey to include more relevant topics and issues is necessary.
  • Complex questions: Open questions that are unclear, questions that may be outside the scope of a surveyed employee’s responsibilities, and other structural and technical issues.
  • Opt-in is so out: Opt-in surveys tend to attract the most disgruntled employees, or those most satisfied and happy to share. This tends to skew the data and lead to incorrect conclusions.

One more thing: Personal conversations are not a replacement for satisfaction surveys. Many businesses think that personal conversations with employees can replace satisfaction surveys. Aside from the pressure employees feel discussing satisfaction levels with the manager, surveys are a more cost-effective way to get reliable, actionable data. However, satisfaction surveys are in no way a replacement to one-on-one conversations.

Perfect Surveys in a Perfect World

In a perfect world, your HR department employs a survey specialist. The survey specialist designs and conducts effective employee surveys and uses the data to make company changes  to improve employee satisfaction. But in this less than perfect world, for many business owners, employee satisfaction surveys are yet another item that keeps getting pushed down the to-do list.

Crafting Employee Satisfaction Surveys for the Next Generation

Let’s get one thing out of the way first. We hate the term “millennial”. So we’ll guarantee that was the first and only time we’ll use it in this post. Especially since there’s really no such thing as millennials (last one, swear).

Odds are that the majority of your workforce is part of that age group. Creating effective surveys for employees of the digital age is not only about format and delivery (paper vs digital). In addition to job satisfaction demands of the past (mutual trust, objectivity, and lack of bias), today’s employees require some additional adjustments.

  • Keep it direct – Avoid ambiguous questions, ask direct questions that are clear to understand. 
  • Choose a leader – HR managers are generally a safe bet, they know how to protect personal information and part of their job is to create a pleasant work environment. 
  • Guarantee confidentiality – Instead of always creating anonymous surveys, guarantee that employee’s answers will not affect their workplace negatively, and that only the person in charge of the survey will be reading the answers. 
  • Use technology – Instead of wasting time with paper surveys or one-on-one meetings, use technology like Connecteam to your advantage. Sending out surveys online makes it easy to collect data and understand where improvements need to be made. 
  • Keep it short  – The idea is to get the employee perspective and allow them to continue working. Avoid long, complex, multi-part questions and long drawn-out surveys as a whole. 
  • Explain the benefits – Let the employees know that you are conducting these surveys because you care about their opinions. That you will use this information to create a better work environment catered to their needs.
  • Make it fun – Let’s face it; surveys can be boring. Add some color, memes, gifs, and anything else to make them fun to fill out! 

Types of Questions

Questions will vary from company to company, but the gist of any employee satisfaction survey is the same. You want to know how satisfied your employees are and what you can do to increase the current level of satisfaction. To get the answers, you have to ask the right questions. 

You can ask open ended questions, multiple choice, ranking questions, anything is relevant to get the info you need. 

Here are some examples of the types of questions you should be asking: 

  • Do you feel challenged in your current position?
  • On a scale of 1-10 how stressed are you on a daily basis? 
  • How would you rate your work-life balance?
  • Do you find your work meaningful? 
  • Would you refer friends and family to work here? 
  • Do you feel valued?
  • Have you considered leaving the company in the last 3 months? Why?

Tech to Use 

There are many apps out there that you can use to issue surveys to employees. Connecteam is an all-in-one app that allows you to do so much more. 

Using Connecteam, you can show your employees how much you care by giving them rewards and recognizing their hard work. You can create a community within the company using all of Connecteam’s communication features. 

HR can definitely use Connecteam to create a simplified onboarding for new employees, use the forms feature to upload all relevant documentation and even quiz employees after courses to be sure they understood the information. 

Connecteam’s surveys is just one of the many features you can use to create a company culture anyone would be proud to be a part of.

organizational surveys app

The Bottom Line

Now that you know how to create an employee satisfaction survey and the importance of sending them out on a regular basis, you can find the tech that fits best for you and your company. 

Just remember the key ideas: 

  • Send out surveys on a regular basis (about once a quarter)
  • Make them easy to understand and quick to answer 
  • Create digital surveys to ease the process for both you and your employees
  • Act on the newly gathered information to create an ever-improving work environment

Keep track of your company’s heartbeat

With Connecteam, easily gauge the satisfaction levels of your employees. It takes seconds to create your own survey or use a pre-made template to instantly send an employee satisfaction survey to all your employees, whether they’re on the road or in the same office building. As the replies come in, monitor results in real-time and act instantly.

Learn more now