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An effective survey can be an excellent tool to gather data and perspectives to help companies make better decisions.
Let’s take a survey! On a scale of one to ten (one being the least and ten being the most) how important is it for surveys to get the most accurate and honest answers? We’re saying 10 and guessing your answer is probably a high number too. An effective survey can be an excellent tool to gather data and perspectives to help companies make better decisions. An ineffective survey can be a waste of time and actually give the wrong information, which can lead to poor decisions. We don’t want that.
Employee surveys, also known as workplace surveys, are a great tool for getting feedback and better understanding how your employees view their company and the workplace. This information can be used to foster an open and engaging work culture and to make decisions around employee experience. However, to get the most accurate and honest information you need the right survey tool to make the experience efficient, for both the survey taker and conductor.
So here are four capabilities your survey should have to be the effective tool you need.
One of the most important features a survey should have, especially an employee survey, is ease of use. Basically, if the survey isn’t easy to answer and fill out, your employees are less likely to complete it. You want the survey taker to be focused on giving honest answers, instead of trying to figure how to work the survey.
One of the best ways to make a survey easy to take is to offer different answer formats for the different questions you’ll have. Sometimes you’ll want to give them space for open-ended answers (“Explain in detail why…”) and other times you want to give them choices (“Which of the following…”). Maybe you want to have a scale from one to ten, like we did. For all your question types, make sure your survey can offer all the answer types.
You also want to make sure the survey-making process is easy for you, too! Make sure your survey tool gives you an easy way to format your different questions, like Assembly’s survey tool. You can easily format each question to your liking, move them around, and create the best survey experience for your employees.
Consistency is key and so is frequency for data accuracy. Surveys shouldn’t be a one-time thing for your employees to do. There are so many changes and growth, it should be standard for your company to regularly conduct employee surveys. Like any data collection, the more you do it, the more information you have and the more you can do with that information! Having monthly, quarterly, and/or yearly surveys will allow you to see growth and compare from previous surveys. The more information you have available, the better decisions you’ll make.
Don’t rely on yourself or a team to remember to conduct the surveys. Make sure your survey tool allows for scheduling so there’s one less thing you have to worry about. Whether it be a cadence or ad hoc, Assembly’s survey can be set up on schedule that fits your company’s needs.
To be, or not to be anonymous, that is the question. There are pros and cons to both survey answer types: anonymous or public. It also really depends on the questions you want to ask. For truly honest feedback, offering anonymous answers will decrease the fear of retaliation. If you’re looking for frank criticisms of what is and isn’t working at a company, anonymity is the better option. If you’re looking for more personalized feedback about a specific team or ways to improve individual experiences, then identified or public responses would be a better fit.
Either way, your survey tool should give you the option of allowing for anonymous or public responses. Adeptly named, Anonymity is a survey tool from Assembly that gives you the flexibility to set up the survey you need.
The most efficient survey is one that you can take an action from! Whether you need to make a decision or want ideas about how to improve employee experience, your surveys should give you the information you need to take those actions.
And you don’t have to do it alone. An efficient survey tool like Assembly’s Anonymity should give actionable insights to help you make those decisions. Sometimes it can be as simple as clearly showing the participation rate and how many people responded. You can go deeper by looking at easy-to-understand trends and data over time. Anonymity also shows a summary of insights so you can get the information you want in one place. Learn more about how you can customize Anonymity to get the actionable insights you’re looking for here.
You’re in good company! 2,400+ organizations leverage Assembly as a Digital HQ to support their transition to hybrid work and nurture a positive workplace culture. We have templates and workflows that make it easy for you to create positive employee engagement experiences.
Check out some of the survey templates below and let us know how we can help you engage your employees.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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