Conducting employee performance surveys is an ideal way to improve the overall functions of a business.
Why? By completing performance surveys, businesses can understand how employees approach their job and what improvements can be made. Equally as important, these surveys will also highlight areas where employees excel in their job.
But asking the right questions is key. The types of questions asked in these employee surveys will vary a bit depending on the type of organization and the main goals.
Regardless of these nuances, though, businesses can improve the employee experience using the survey feedback.
What Exactly Is An Employee Performance Survey?
This type of employee survey asks staff various questions about their performance at work.
By answering the questions, employees will provide their employers with critical data on important topics like engagement, productivity, skills, and other related topics.
Using this information, employers will have a better understanding how their staff approach each work day. They will be able to see what areas employees are excelling in, and what could use some work. Both of these are key for a thriving workplace with happy staff!
Additionally, the info gleaned from these surveys can help improve communication between employees and their employer while also promoting increased feedback.
PS: Regular employee feedback makes a difference, with employees being 3.6x more motivated after receiving daily feedback versus annual feedback!
Employee Performance Survey Questions To Ask
It's all in the questions.
The exact questions employers want to include in their employee performance surveys will vary based on their industry, needs, and so on. However, there are many question topics that can be included in a performance survey regardless of these factors.
Take a look below...
- How well do you understand your job responsibilities?
- How consistently do you meet deadlines?
- How effectively do you prioritize tasks?
- How well do you manage your time at work?
- How would you rate the quality of your work?
- How clearly do you communicate with colleagues?
- How effectively do you listen to others?
- How well do you provide feedback to others?
- How effectively do you communicate with clients or customers?
- How often do you take the initiative at work?
- How effectively do you propose new ideas?
- How well do you take on additional responsibilities?
- How creative are you in finding solutions to challenges?
- How well do you adapt to changes in the workplace?
- How effectively do you handle stressful situations?
- How flexible are you in managing multiple tasks?
- How well do you embrace new technologies or processes?
- How proficient are you in the required technical skills?
- How well do you apply your knowledge to solve problems?
- How effectively do you learn and apply new skills?
- How well do you stay informed about industry trends?
How To Run an Employee Performance Survey
Running an employee performance survey doesn't have to be stressful. While it's possible to conduct them internally, we suggest partnering up with a firm like Drive Research to help.
Our team of experienced research pros will design a survey based on your specific needs to ensure the most actionable feedback. Whether you choose to work with a third-party team or run the survey on your own, there are a few basic steps that apply to each approach.
Defining Survey Goals
When starting out, it's important to have your main goals for the employee performance survey rather than going into the research blind.
For instance, you may want to prioritize employee productivity over efficiency in certain areas and so on. Having a clear vision of this before you begin research will make the process much easier for you in the long run.
Write the Employee Performance Survey Questions
After defining your goals, either you or the third-party research team will begin to write questions for the survey. There are many different types of survey questions to include, and it's best to include a variety to keep employees engaged throughout the survey.
Not only will this provide more insightful data, but varied question types will keep things interesting for employees.
Send Out Easily Accessible Surveys
When conducting online surveys, it's common to send an invite via email.
This is one of the easiest ways to get the performance survey out to employees. We also suggest sending out reminder emails as well, in case some employees miss the original email.
The goal here is to the survey convenient to access, which can help increase response rates.
Collect All Employee Data
During the fieldwork stage, the employees will have a set amount of time to complete their surveys. This length of time varies depending on the employer's main goals, and can range from weeks to months.
However, with employee surveys, it's safe to say this stage takes around a month.
Analyze the Data & Come Up With A Follow-Up + Action Plan
Arguably one of the most important parts of the market research process, analysis involves the research team reviewing the survey feedback. This includes keeping an eye out for low-quality responses and other glitches that may be lurking within the data.
Once the data has been cleaned and reviewed, it will be placed into a market research report. This report includes important insights from the survey data like common themes and additional recommendations.
Contact Our Employee Survey Company
At Drive Research, our team of research pros will work with you to design a top-tier employee performance survey. Ensuring you receive the highest quality responses, our research team will provide actionable recommendations based on your unique survey data.
To learn more about our market research services, get in touch with us today!
- Message us on our website
- Email us at [email protected]
- Call us at 888-725-DATA
- Text us at 315-303-2040
Lark Allen
As a Content Marketing Specialist, Lark has a strong background and passion for creative, professional, and journalistic writing. She is also a self-proclaimed music freak and 90s enthusiast.
Learn more about Lark, here.
