8 Steps to Successful Staff Surveys & Questionnaires

Many companies use surveys to measure employee motivation, performance, and morale. The most common challenges that organisations face is that surveys are too infrequent and don’t deliver the ongoing feedback required for organisational change.

In fact, 90% of organisations roll out traditional large-scale engagement surveys but just 19% use informal pulse surveys throughout the year.

Once-a-year engagement surveys are beneficial, but checking-in regularly with staff can address any issues before it’s too late. Because of its simple format, pulse surveys can be done quickly to provide invaluable feedback for management.

Recommended reading: Utlimate guide to pulse surveys by PeoplePulse

How to run a successful staff survey

  1. Identify what you need feedback on
  2. Choose questions you want to ask:
  3. Announce the survey to your company
  4. Launch and begin the survey
  5. Analyse survey responses
  6. Share survey results
  7. Take action based on staff feedback
  8. Review and repeat surveys regularly

1. Identify what you need feedback on

With the right strategy in place, surveys will increase employee engagement. The trick is asking the right questions. Ask about goals, culture and recognition

2. Choose questions you want to ask:

The quality of your employee satisfaction survey results depends on the questions you ask. I recommend using a variety of question styles to easily quantify your results, such as Likert scales, Closed-ended questions, etc

3. Announce the survey to your company

When you announce the survey, it should include a timeline. Explain why you are conducting the survey and how you will be sharing the results.

It is also wise to state if responses are anonymous and if the data are being collected by an outside company.

And make sure you highlight the benefits to each employee!

4. Start the survey

Once you have decided who to include in the survey, you can start to invite participants.

If you have decided to segment your survey respondents, be sure that the segment has the number of respondents you need .

5. Analyse survey responses

Data will start to come through in your reports as you receive it. Analyse these responses to identify the opportunities to improve staff engagement.

Calculate simple statistics (average, median, etc.) for all questions.

6. Share survey results

When sharing your survey results, it is a great idea to graph them for easy analysis.

Creating histograms for the questions may make it easier to interpret them.

7. Take action based on staff feedback

Discuss your survey results and prioritise action points from your feedback.

You can then plan what will be done, by whom and when it will be actioned.

Once complete, it is then time to review your action items.

8. Review and repeat surveys regularly

Repeating surveys regularly is a great way to see trends and how your action plan has impacted the company.

In future reporting, you can plot averages over time with past data.

This is a great way to illustrate improvements and growth to management, particularly for organisational goals that are hard to quantify such as company culture.

Startup’s Guide to Hiring First Marketing Staff

Hiring your first marketing team can be tricky, as you need to know which skillsets and criteria are ideal for the roles at hand. Here we provide you with our advice on what to look for in potential marketing staff hires.

1. Drive

Many marketers have experience in huge marketing departments which have been operating for decades – there are already systems and design codes in place which limit their control and creativity.

In a startup, however, your marketers have a lot more free reign and a lot more responsibility on their hands.

Image result for startup vs corporation

This requires you to work with people who are driven and motivated – they must create, execute, and iterate plans without constant supervision and reinforcement.

Instead of planning things to death, they must be self-starter types who get to work and make changes as campaigns evolve and take shape. Some people will naturally have this mindset, whereas others will be too used to working under a strict corporate structure.

2. Accountability

The marketing team helps to grow your company, albeit somewhat indirectly. As a result, you must look for hires who take accountability for growth rates and revenue or sales volumes, not being afraid to give you the metrics and the figures you crave.

However, do bear in mind that the business model of their previous employers could affect the way in which they quote these figures to you.

For example, in sales-centric enterprises, marketers may primarily measure their performance by the number of materials they produce such as case studies and whitepapers – this kind of thinking won’t necessarily work in a startup scenario.

Whatever metrics you’re using, marketers must demonstrate accountability for the success or failure of your company.

3. Industry experience

You could hire the best B2B marketer in the world, but if you’re a small Excel training business, you’ve probably wasted your time. You must find marketing staff with experience in your industry or domain, whether its online media, B2B, B2C, SaaS etc.

Different audiences make purchasing decisions based on different appealing factors and criteria, and it is essential to work with marketers who understand your audience (example) and their needs.

They don’t need to be an absolute expert in your sector, but they should demonstrate the ability to identify your target audience and develop innovate means of growing it.

It should also go without saying that marketers with experience in your field will find it easier to create comprehensive marketing materials for you – your business’s domain comes naturally to them and their efforts are thereby less contrived.