Among employee research techniques is a specialized approach called employee commitment surveys. It offers a deeper perspective into the dynamics between employees and their organizations.
Unlike traditional employee engagement surveys, these assessments focus specifically on aspects like an individual's alignment with an organization's values, dedication to shared goals, and overall loyalty to their work environment.
In this guide, we delve into the significance of employee commitment surveys, explore key survey questions, and provide a roadmap for successfully conducting and leveraging the outcomes of these assessments.
What Is An Employee Commitment Survey?
An employee commitment survey is similar to general employee engagement or satisfaction surveys.
Rather than focusing on engagement or satisfaction, employee commitment surveys concentrate on their connection to...
- The organization’s mission/beliefs/values
- Their individual and organization's goals
- Overall loyalty to their work/organization
These surveys typically include 15 to 40 questions depending on the level of detail needed.
They may also gather general employee feedback such as likelihood to recommend (eNPS), top of mind word/phrase, feedback on leadership, etc.
Why Should You Measure Employee Commitment?
Measuring employee commitment is crucial for several reasons.
To start, committed employees are more likely to be engaged and motivated, leading to higher productivity and performance levels within an organization.
And with only 36% of employees feeling engaged at work, it's important for employers to understand why this is and how to resolve it.
By understanding the level of commitment among employees, employers can identify areas where support or improvements are needed, whether it be through training, resources, or addressing any concerns that may be hindering commitment.
Additionally, measuring employee commitment allows organizations to gauge their overall culture and assess whether it aligns with their values and goals.
This insight can inform strategic decision-making, such as refining recruitment processes to attract candidates who are more likely to be committed to the company's mission and vision.
Overall, measuring employee commitment provides valuable insights that contribute to a more positive and productive work environment.
Employee Commitment Survey Questions We Use
Here are a few examples of employee commitment survey questions. Please note, questions can be customized to meet the goals/objectives discussed during the kickoff of the research project.
1. How likely are you to recommend [Example Company] as a place to work? Select a rating.
2. Please explain why you rated [Example Company] as a [insert response] out of 10. Enter your response below.
3. When you think about working at [Example Company], what word comes to mind? Enter your response below.
4. How does [Example Company] compare to employment at other organizations? Select one.
- Much better
- Somewhat better
- The same
- Somewhat worse
- Much worse
- No experience with other organizations
5. Please rate your agreement with each of the following statements. Select a rating for each. [Strongly agree to strongly disagree]
- I am inspired to meet my goals at work.
- I am satisfied with my overall job security.
- My organization's work positively impacts people's lives.
- My organization operates in a socially responsible manner.
- My organization's fiscal well-being is stable.
- I understand how my work impacts the organization's business goals.
- I feel completely involved in my work.
- I get excited about going to work.
- I am often so involved in my work that the day goes by very quickly.
- I am determined to give my best effort at work each day.
- When at work, I am completely focused on my job duties.
- I want to stay at my organization.
- I should stay at my organization.
- I need to stay at my organization.
How To Conduct an Employee Commitment Survey
Define Your Goals
The first step of an employee commitment survey project is to determine the overall goals of the project.
This may include measuring specific KPIs, informing the next steps for the organization, and measuring the effectiveness of current commitment strategies.
Write Your Survey Questions
Once the survey goals and objectives have been defined, the next step is to write your survey questions! Knowing where to start can be tricky.
Your best bet when writing a survey is to start with the broad, overarching questions up front and then get more specific as the survey progresses.
Also, consider every angle/respondent when thinking about question text and response options.
It’s important to ensure every question will be understood as intended, allow for accurate response options, and gather high quality data.
Decide Your Audience List
More often than not, employee commitment surveys will be posed to all employees of the organization.
In some instances, it may make sense to target full versus part-time employees, departments with high turnover rates, sales teams, etc.
Distribute Your Survey
Sharing the survey is a crucial step in any research project. For employee research, anonymity and confidentiality are particularly important.
This is where using a third-party for employee surveys can be helpful.
These companies can help you through the entire process to help ensure...
- Employee anonymity and confidentiality are kept
- Boost the response rate
- High quality data is collected
- Insights/value pulled from the results
- Recommendations for next steps after research has concluded
Analyze The Results
Once data is collected the next step is to dive into the results!
When looking at survey data, it’s helpful to look at each question and think about the key takeaways. Consider different ways of looking at or segmenting data to help draw additional insights.
Create A Plan
After the analysis is complete, it’s important to take the next steps on the results.
Here is what we recommend including in a follow-up message to your staff:
- Thank employees for their time
- Let employees know their feedback is valued
- Confirm confidentiality/anonymity was kept
- Share a few highlights of the results
- Explain a few next steps to address the feedback gathered
This not only confirms important details with employees but also lets them know action is being taken on the results. This also helps ensure that survey efforts like this will be taken seriously in the future.
FAQ About Employee Commitment Surveys
Employee Commitment vs. Employee Engagement?
While employee commitment surveys measure commitment to work/an organization, employee engagement surveys are broader and cover a wide variety of topics. Topics may include overall satisfaction, work engagement, career development, compensation/benefits, relationship management, and work environment.
What Are The Three Types of Employee Commitment?
The three types of employee commitment are affective (i.e., how much employees want to say at their job), normative (i.e., how much employees think they should stay at their job), and continuance commitment (i.e., how much employees think they need to stay at their job)
Contact Our Employee Commitment Survey Company
Drive Research is a national market research company specializing in employee commitment surveys. We have partnered with organizations across various industries to write, program, and analyze surveys so that they can make internal decisions based on data, not assumptions.
Interested in getting a proposal or quote from Drive Research?
Contact us and share your objectives. We’ll create a customized scope of work for your project with step-by-step details.
- Message us on our website
- Email us at[email protected]
- Call us at888-725-DATA
- Text us at 315-303-2040
Emily Taylor
As Director of Operations, Emily does more than wrangle data. Her work includes executing company OKRs, company-wide project management, training/onboarding, team culture initiatives, and more!
Learn more about Emily, here.
