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Drive organizational improvement and workplace satisfaction with these effective employee engagement surveys and best practices.
Employee engagement surveys are a powerful tool for understanding the pulse of an organization. They provide insights into employee sentiment, motivations, and areas needing improvement, all of which are necessary for a positive and productive work environment. Regularly administering these surveys allows organizations to effectively stay attuned to their employees' needs, leading to significantly higher engagement, reduced turnover, and markedly improved overall performance.
A well-crafted employee engagement survey is more than a set of questions; it’s a strategic tool that can drive meaningful change. An effective survey is more than surface-level metrics, it enables leaders to make informed decisions that enhance workplace culture, boost morale, and increase overall engagement. Key elements of an effective survey include:
Employee engagement surveys come in various forms, each tailored to address specific aspects of the employee experience and organizational needs. The role of these surveys helps to understand how employees feel about their work, the company culture, and their overall satisfaction. When selecting the right type of survey, a company gains actionable insights that drive improvements in engagement, retention, and overall workplace satisfaction.
Below are common types of employee engagement surveys, each with a distinct focus and set of example questions.
To create an effective employee engagement survey, asking the right questions is essential. These questions help in gauging the current level of engagement and provide insights into areas where improvements can be made. By carefully selecting and categorizing the questions, you can ensure that the survey covers all critical aspects of the employee experience, from job satisfaction to organizational culture, communication, and professional development. Here are examples categorized by focus area:
Job Satisfaction
Work-Life Balance
Leadership and Management
Team Collaboration
Career Development
Recognition and Rewards
To maximize the effectiveness of employee engagement surveys, it's important to approach their design and implementation thoughtfully. Surveys should be crafted to capture meaningful insights that can drive positive changes within the organization. Clear and concise questions, combined with a well-structured format can encourage honest feedback and higher participation rates. As you develop your survey strategy, apply these best practices:
Employee engagement surveys are valuable tools for any organization that wants to improve employee satisfaction and drive continuous improvement. By regularly collecting and acting on employee feedback, you can create a more engaged and motivated work environment for your teams. Start or refine your employee engagement survey strategy today by scheduling a demo with Assembly. Unlock the full potential of your organization’s talent.
Key questions in an employee engagement survey should cover various aspects of the workplace, such as job satisfaction, work-life balance, leadership, and career development. Examples include:
The frequency of employee engagement surveys depends on the type of survey and organizational needs. Pulse surveys can be conducted quarterly or monthly to gauge ongoing sentiment, while comprehensive annual engagement surveys are typically conducted once a year. Onboarding and exit surveys are best administered at key transition points—shortly after a new hire joins or when an employee is leaving.
Anonymity in employee engagement surveys is crucial because it encourages employees to provide honest feedback without fear of repercussion. When employees feel their responses are confidential, they are more likely to share genuine opinions, leading to more accurate insights that can drive meaningful improvements in the organization.
To improve the response rate of employee engagement surveys, organizations should ensure the surveys are concise and relevant, clearly communicate the importance of employee feedback, and guarantee confidentiality. Sharing how previous survey results led to positive changes can motivate employees to participate, knowing their input has a real impact.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
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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