Employee survey

Together with our clients, we set clear objectives. This often goes beyond simply increasing ambassadors. Also consider, for example, insight into undesirable behaviour, cultural issues, etc. Based on this, we then draw up a relevant and accurate schedule for the employee survey.

We help announce the employee survey. For this, we provide various examples and help employers communicate them effectively. We also constantly monitor the required deadlines.

With each employer, we schedule a comprehensive results interview. During this conversation, we discuss the main outcomes and suggestions. This allows the employer to get the most out of the results.

The employee survey should be clear and simple so that employees can easily understand what is expected of them. Indeed, overly complicated or long questionnaires can cause confusion.

The questions relate to aspects of the workplace that actually affect employees. As a result, we do not offer a generic questionnaire that says nothing about the employer itself. A questionnaire that matches the employee and working environment is essential, and we help to make this happen.

No complicated apps, passwords or other barriers. After receiving the invitation, employees can complete the survey directly on any device. As an employer, you then track the response in real time via our dashboard.

Employees must feel safe to answer honestly. Based on the criterion and extensive security measures, our survey is safe & anonymous. This is another reason why we achieve an above-average response rate.

Almost 200 substantiated questions, which can yield concrete results on the basis of more than 20 topics. Naturally, we offer extensive guidance in this process to achieve the right selection. Most importantly, this minimises the risk of blind spots.

At the press of a few buttons, employers instantly see key action points: Where is the issue at play? What is being suggested for improvement. Our dashboard environment shows it in an instant.

No long reports but all important outcomes available on one page. We also call this our fact sheet. It contains, for instance, the top five qualities and top five points of improvement. This allows you to work on points that actually contribute to your growth as an employer.

Gain insight into not only the improvement potential but also the key drivers for achieving a good eNPS. We do this by applying our priority matrix. As a result, employers immediately know what they need to work on.

Every year, we conduct employee surveys at many different employers. Thanks to the amount of data, we can offer specific benchmarks. Even better, you can compile your own desired benchmark in real time. Think of criteria such as sector, organisation size and eNPS classification.

We believe in employees being able to provide the best solutions themselves. No consultants or directors imposing top-down solutions. From the employee survey, we therefore offer concrete but above all relevant tools to get started.

Almost every employer uses our Growth Pathway. This means that we carry out a repeat/effect measurement within two years of completing the survey. This provides immediate insight into how the attraction as an employer is developing.

We keep in touch with our clients. Of course, we look at our own services but we also monitor follow-up after the investigation. This ensures that nothing gets left behind and we actually make an impact.

Employee surveys are a means of actively involving employees in employers' operations. The survey is usually conducted annually and often applied through a digital questionnaire.

An employee survey not only provides insight into key pain points. It also provides insight into the needs of employees. This allows you to work data-driven on the organisation's attractiveness.

When the employee survey is followed up, it leads to:

• Employee retention (lower turnover rate);
• Improvement in attractiveness (eNPS);
• Increased engagement among employees;
• Increase in productivity.

Of course, we help in taking the first steps in follow-up so that the impact is maximised.

These are effectively the same terms. In a broader context, satisfaction research could be about customer satisfaction. That is why we use the term employee survey.

This says that employees within your organisation are satisfied with the various topics. At the same time, do zoom in on departments, age categories, etc. here. We know from experience that these often show different "satisfactions".

We recommend not viewing frequency, and with it surveys, as a stand-alone goal. Therefore, determine your frequency depending on the results from the 0 measurement. At the same time, it is smart to carry out an effect measurement at least two years after completion of the first survey.

Yes, this is crucial to getting employees to give feedback openly. This gives employers an honest picture of the state of affairs. To ensure this, we use, for example, a response rate of at least six respondents per item.

The larger an organisation gets, the more difficult it is to keep in touch (individually) with employees. As a result, you no longer really know what is going on among employees, whether the chosen policy is appropriate and whether employees are informed at all. As a result, employees can become demotivated, absentee more often and leave sooner.

There are many different topics that can be relevant. Think work stress, leadership but also communication & collaboration. We offer a question library with more than 18 topics and 180 statements.

The questionnaire is composed of an introduction page, statements (likert scale) per topic, report grades and suggestions. The suggestions here are important so that you can actually start working with the results.

Usually, of course, we want at least the majority to be represented in the responses. We achieve an average response rate of 78.4%. This minimises the chance that the non-completed questionnaires will send the results in a different direction.

This (of course) depends on the number of topics and therefore questions required. At the same time, most employers opt for a maximum of 45 statements. This is often a good balance between accessibility (high response rate) and relevance (full picture). This amounts to a filling-in time of 10-15 minutes maximum.

There are several ways to involve employees in the employee survey. Below is an overview of the channels we use (sorted from most to least common):

1. Work email address
2. Private email address
3. QR code via banner/poster
4. Physical fill-in location (kiosk)
5. Whatsapp campaign
6. SMS campaign

Immediately after completion of the survey, employers are given access to the results via our platform. We also schedule a results meeting (usually) in the same week. From here, we naturally discuss the results but also the follow-up steps to follow up.

You get the most out of the results by looking at both employee sentiment and drivers. As a result, you not only look at improvement potential but also work on decisive factors.

Actually, this is a limited occurrence. If the survey is well conducted, and thus the response rate is also high, there will be little chance of employees not recognising themselves in it.

Communicate initial results immediately (via our fact sheet). Depending on the results and available time, schedule meetings with the teams/departments to discuss the specific results and draw up an improvement plan from here. Naturally, we help employers along the way in this.

We achieve proven growth in employer attraction (+14.3% in eNPS) without being unnecessarily complex. Results are straight-forward and if there are limitations we name them. On top of this, we have 10+ years of experience in employee research. Both from experience and focus on growth, we achieve the maximum result for your organisation.

An employee survey can be carried out from as little as EUR 1,450 per measurement. Calculate via this calculator the cost to your organisation.

We can, in theory, put out a survey tomorrow. However, there are a number of steps that are required from the employer to get to implementation. Think of selecting questions, announcing research, etc. Of course, we help with this so that a survey can be launched quickly, and even within one week.

Of course, this is possible. Via this planning tool you can pick a suitable time right away. The demo interview lasts about 30 minutes so that you get a good impression of the possibilities.

In growth, we realise an average increase of 14.1% (eNPS). We also achieved an NPS of 62.5 over 2024 in the customer survey of 32 customers. This shows that we are actually growing employer attraction, while at the same time our customers are satisfied with our services.