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Everything To Know About Culture & Employee Engagement Surveys

Company culture and employee engagement surveys present a direct line to your employees’ needs and priorities. Approach surveys the right way, and you’ll better understand how to improve your company’s culture, increase engagement, and retain employees in the long run.

But what is the right way to approach employee satisfaction surveys? Because we’re in the business of company culture and employee engagement, we’ve researched and covered employee surveys many times. We’re rounded up some of our foundational pieces, so you can find everything you need to know about company culture and employee engagement surveys in one place.


Culture & Employee Engagement Surveys: What to Know

The Importance of Active Listening as an Organization

Before you jump into creating your employee engagement surveys, take a look at your company. Does it practice a culture of active listening? Do employees feel their feedback is valued?

Active listening as an organization is a process, not a process. So whether you answered ‘yes’ or ‘no’ to those questions, take a look at our post’s four tips on instituting a culture of active listening. Doing so will set the stage for much more successful survey feedback.


How to Design Your Employee Engagement Survey

Asking the right questions is essential to getting accurate, relevant feedback on your company culture. To procure the best answers you can, your employee survey design should make it as easy as possible for employees to share their thoughts and for you to interpret the results.

For instance, always ask one thing at a time. Don’t ask questions like:

  • Do you think our town hall meeting was well run? Or was it a waste of time?
  • Did you enjoy our town hall’s topics? And did you learn something new?

Instead, as targeted questions focused on one issue:

  • Do you think our town hall meeting was well run?
    • Yes, I enjoyed the topics
    • Yes, it was efficient
    • No, it was a waste of time
    • No, the topics covered were not interesting to me

With the right questions — and the right answers — you can better understand your company culture and work towards strengthening it. Get four more tips here.


Pre-Test Your Employee Surveys

As you optimize your employee survey design, it’s important to get a second (and third and fourth) opinion.

Getting feedback is about more than checking for spelling errors — though that’s important too! Our blog post suggests how to get feedback on three core aspects of your survey:

  1. Making sure your questions are set up clearly and logically
  2. Ensuring you’ve created a seamless survey-taking process from the employee’s perspective
  3. Anticipating any misunderstandings or difficulties that could occur while people take the surveys

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Best Practices for Employee Surveys

A question that commonly pops up around sending surveys concerns survey fatigue: how do you prevent it, while also getting the information you need? We like to say there’s no such thing as survey fatigue, only inaction fatigue. This means that as long as employees feel their feedback is valued, they won’t tire of providing it.

Questions like these abound. How often should you send employee satisfaction surveys? What are other opportunities to survey employees? And what’s the best time of year to send a company-wide survey? We answer all these questions and more here.


Creative Ways to Use Employee Surveys

Your employee surveys don’t need to be tedious and dry to be effective. In fact, you’ll benefit from using surveys in creative ways to secure feedback of all types.

For instance, you can turn to surveys for things like:

  • Idea sourcing your next team building activity
  • Pulling together your next meeting’s agenda
  • Deciding on important dates
  • Seeing what employees thought of a project’s process

And check out our blog post for even more ideas.


Following Up On Your Employee Satisfaction Surveys

Congratulations! You’ve successfully completed and sent out your employee satisfaction survey. But your job doesn’t end here. Your follow-up is just as important as sending a survey in the first place; employees whose managers follow up with them after a survey are 12 times more likely to be engaged.

Head to our blog post for your six-step follow up plan on employee satisfaction surveys.

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