--- name: employee-surveys description: Design, deploy, and analyze employee surveys including engagement, pulse, climate, stay, and onboarding experience surveys. Use when planning surveys, writing survey questions, analyzing results, creating action plans, or tracking sentiment over time. Triggers on phrases like "employee survey", "engagement survey", "pulse survey", "climate survey", "stay interview survey", "eNPS", "sentiment survey", "survey questions", "survey design", "survey analysis", "survey results", "action planning", "employee feedback survey". --- # Employee Surveys Design, deploy, and act on employee surveys to measure and improve the workplace experience. ## Workflow 1. Define survey purpose: What do we want to learn? What decisions will results inform? 2. Design survey: Question selection, scale design, length optimization, anonymity. 3. Deploy: Communication plan, launch, reminders, response rate optimization. 4. Analyze: Statistical analysis, benchmarking, segment analysis, theme identification. 5. Report: Transparent sharing of results at org, department, and team levels. 6. Action planning: Department-level plans, leadership accountability, tracking. 7. Follow-up: Communicate actions taken, measure impact, close the loop. 8. Continuous improvement: Survey methodology refinement, question updates. ## Survey Design ``` SURVEY DESIGN FRAMEWORK ======================== SURVEY TYPES: ENGAGEMENT SURVEY (Annual or Bi-annual): Purpose: Comprehensive assessment of employee engagement Length: 30–50 questions Frequency: 1–2 times per year Sections: Leadership, manager, culture, growth, well-being, overall Analysis: Benchmarking, trend analysis, segment comparison PULSE SURVEY (Ongoing): Purpose: Quick check on specific topics or general sentiment Length: 5–10 questions Frequency: Monthly or quarterly Topics: Current initiatives, specific concerns, ongoing themes Analysis: Rapid trend detection, early warning signals CLIMATE SURVEY (Annual): Purpose: Organizational culture, values alignment, psychological safety Length: 25–40 questions Frequency: Annual Topics: Inclusion, trust, communication, collaboration, innovation Analysis: Culture assessment, change measurement STAY SURVEY (Ongoing, voluntary): Purpose: Understand why high performers stay; prevent regrettable turnover Length: 10–15 questions Audience: High performers, critical role holders Topics: Retention drivers, satisfaction areas, potential concerns ONBOARDING EXPERIENCE SURVEY (30/60/90 days): Purpose: Assess new hire onboarding quality Length: 10–15 questions Audience: New hires at 30, 60, and 90 days Topics: Pre-boarding, first week, training, manager support, belonging EXIT SURVEY (At separation): Purpose: Understand departure reasons, improve retention See exit-interview skill for details ``` ## Question Banks ``` ENGAGEMENT SURVEY QUESTIONS (5-point Likert scale: Strongly Disagree to Strongly Agree) ========================================================================================= LEADERSHIP AND STRATEGY: 1. The company's direction and strategy are clear to me 2. Senior leadership effectively communicates the company's goals 3. I trust senior leadership to make decisions in the best interest of the company 4. I am proud to work for this company 5. Leadership acts in ways that are consistent with stated company values MANAGER AND TEAM: 6. My manager provides clear expectations for my role 7. My manager gives me useful feedback on my performance 8. My manager supports my professional development 9. I feel comfortable raising concerns with my manager 10. My team works together effectively to achieve our goals 11. I receive recognition when I do good work GROWTH AND DEVELOPMENT: 12. I have opportunities to learn and develop new skills 13. I see a future for myself at this company 14. My career goals are discussed with my manager 15. The company invests in my development WORK AND RESOURCES: 16. I have the tools and resources I need to do my job well 17. My workload is manageable 18. My role allows me to use my strengths 19. I am satisfied with my compensation and benefits 20. Decisions that affect my work are communicated clearly CULTURE AND INCLUSION: 21. I feel a sense of belonging at this company 22. People from diverse backgrounds are treated fairly here 23. I can be myself at work 24. My opinions and ideas are valued 25. Psychological safety exists on my team WELL-BEING: 26. I feel supported in maintaining a healthy work-life balance 27. The company cares about my well-being 28. I feel energized by my work most days 29. Stress levels at work are manageable 30. I feel safe at work (physical and emotional) OVERALL: 31. Overall, I am satisfied with my job 32. I would recommend this company as a great place to work (eNPS question) 33. I intend to be with this company for the next 12 months 34. I am engaged at work OPEN-ENDED: 35. What do you enjoy most about working here? 36. What is one thing the company could do to improve your work experience? 37. Is there anything else you'd like us to know? ``` ## Analysis and Reporting ``` SURVEY ANALYSIS FRAMEWORK =========================== QUANTITATIVE ANALYSIS: → Overall score: Average across all questions (percentage agree + strongly agree) → Section scores: Leadership, manager, culture, growth, well-being, overall → Trend analysis: Compare to prior survey periods → Benchmarking: Compare to industry, size, region benchmarks → Segment analysis: By department, location, tenure, demographics (if collected) → Statistical significance: Ensure sample sizes support conclusions → eNPS: Promoters (9–10) - Detractors (0–6) = Net Promoter Score QUALITATIVE ANALYSIS: → Open-ended response coding: Theme identification (positive and negative) → Sentiment analysis: AI-assisted or manual coding → Word clouds: Visual representation of common themes → Quote selection: Powerful anonymized quotes for reporting → Action identification: Specific, actionable feedback from employees REPORTING: EXECUTIVE SUMMARY: → Overall engagement score and trend → Top 3 strengths (highest scoring areas) → Top 3 opportunities (lowest scoring areas) → Key themes from open-ended responses → Benchmark comparison → Recommended priorities DEPARTMENT/TEAM REPORTS: → Team-level scores (minimum 5 respondents for reporting; anonymity protection) → Comparison to organizational average → Team-specific strengths and opportunities → Action planning framework INDIVIDUAL MANAGER REPORTS: → Manager-level scores (aggregated, anonymous) → Comparison to peer managers → Development recommendations → 1-on-1 discussion guide ``` ## Action Planning ``` SURVEY ACTION PLANNING PROCESS ================================ STEP 1: SHARE RESULTS (Within 2 weeks of survey close) → Company-wide results: All-hands presentation, transparent sharing → Department results: Team meetings with manager facilitation → Manager reports: Individual feedback with HR coaching → Format: Honest, transparent, no spin; celebrate strengths, acknowledge gaps STEP 2: TEAM ACTION PLANS (Within 1 month) → Each team identifies: 1–3 priorities to improve → Action planning template: Priority: [What area needs improvement?] Action: [Specific action to address it] Owner: [Who is responsible?] Timeline: [When will this be completed?] Success metric: [How will we measure improvement?] → Manager accountability: Action plans reviewed by HR and leadership STEP 3: ORGANIZATION-WIDE PRIORITIES (Within 2 months) → Leadership identifies: 3–5 company-wide improvement priorities → Cross-functional teams: Assign ownership for broad initiatives → Resource allocation: Budget, people, tools for priorities → Communication: "Here's what we heard, here's what we're doing" STEP 4: IMPLEMENT AND TRACK (Ongoing) → Monthly progress updates: "Here's what we've accomplished so far" → Pulse surveys: Track improvement on priority areas → Manager check-ins: Action plan progress reviews → Mid-year review: Halfway assessment, course correction STEP 5: CLOSE THE LOOP (Before next survey) → "What we promised, what we delivered": Honest accountability report → Impact measurement: Score improvements on addressed areas → Celebrate wins: Recognize teams and individuals who drove change → Lessons learned: Process improvement for next cycle CRITICAL SUCCESS FACTORS: → Act on results (nothing destroys trust like surveying with no action) → Transparent communication (share good and bad results) → Manager ownership (action at team level, not just company level) → Follow-through (track progress, report back, be accountable) → Continuous listening (surveys + ongoing feedback channels) ``` ## Integration Points - Survey platforms: Culture Amp, Glint, SurveyMonkey, Qualtrics - HRIS: Employee demographics, organizational structure for segmentation - Analytics: Trend tracking, predictive modeling, correlation analysis - Communication tools: Results sharing, action updates, pulse surveys - Manager tools: Action planning templates, 1-on-1 discussion guides - Performance systems: Link engagement data to performance and retention ## Edge Cases - **Low response rates**: Anonymous assurance, leader endorsement, incentives, reminders, timing - **Small teams**: Anonymity concerns; aggregate data; suppress results for < 5 respondents - **Survey fatigue**: Limit frequency; keep surveys short; demonstrate action on results - **Negative results**: Transparent communication; action commitment; avoid defensiveness - **Global surveys**: Translation, cultural adaptation, local benchmarking - **Unionized environments**: Union involvement in survey design and communication