As part of a continuous improvement process, surveying your employees on the strengths and weaknesses of your company will give you a range of information on the subject.
However, it can be difficult to determine which factors require more immediate or in-depth intervention. We want to provide you with as many tools as possible so that you can direct your energy to key areas, focusing on the most important factors for your employees.
In this context, the HR Indicator Survey was designed. This quick 10-question survey will help you achieve several objectives:
Calculate your eNPS score and track its evolution over time.
Know employees' intention to leave or stay in the coming months.
Help managers target priority areas within their team.
Define your corporate action priorities over the next few months.
Guide your strategic planning and align everyone's efforts.
Strengthen your employer brand by emphasizing employees' strengths and pride factors.
Understand employees' expectations regarding your employee experience initiative.
Therefore, it is strongly recommended to use this survey in parallel with your recurring engagement surveys, in order to regularly target priorities and anticipate potential employee concerns.
How often should this survey be sent?
We recommend launching this survey 2 to 4 times a year according to your strategic planning and to avoid redundancy.
You can continue your recurring engagement surveys uninterrupted, in order to deepen the priorities extracted from the HR Indicator Survey.
How does the sending of this survey work?
This survey is intended for On demand sending, meaning that all questions will be sent to all employees at a specific time.
You can close the survey after a few days, when employees have finished answering it.
This will allow you to have a complete picture of HR indicators at specific times during the year.
I want to use the HR Indicator Survey!
In order to integrate this survey into your approach, here are the steps to follow for implementation.
Step 1: Add the survey to your account
The first step is to add the HR Indicator Survey to your account.
Go to Surveys and click on Create a new survey in the top right corner.
Among the surveys that appear, select HR Indicators and then click Create Survey.
Step 2: Customize the questionnaire
Once these steps are completed, you can customize the survey questionnaire.
For more information on how to edit the questionnaire, please see the following article: Edit the survey questionnaire.
Important! The statements in the HR Indicator Survey and the response options have been designed for optimal analysis of employee priorities related to engagement factors and proper calculation of the eNPS score.
A few specifics to keep in mind:
It is strongly recommended not to edit the questions and response choices in a way that changes their meaning in order to preserve the integrity of the survey and not distort its purpose.
It is important not to modify the 1 to 10 scale of the eNPS score question ("Would you recommend [company] as a good place to work?") so that the indicator is calculated properly.
Step 3: Associate the eNPS statement
The eNPS score identifies the level of employee pride in your organization. The question "Would you recommend [company] as a good place to work?" distinguishes employees between those who are promoters of your company, those who are passive, and those who are detractors. For more information on interpreting this score, please refer to the following article: eNPS score / Identifying the level of employee pride.
How to display the eNPS score in the results?
To display the eNPS score when you view the preview of your results, it is necessary to associate the statement in the survey settings.
You will then need to click on Update in the lower right corner of the page for your changes to take effect.
I don't have the option to associate the eNPS question in the survey settings.
If you have not used the eNPS score before, you may not be able to associate the eNPS question in your survey.
In such a case, please contact [email protected] and we will be happy to perform the necessary manipulations to associate the question later.
How to promote the success of this initiative?
Communication is at the heart of the success of any new project.
Therefore, we strongly recommend that you communicate the implementation of this survey to employees so that they are aware of the importance of participating and seize this opportunity to express themselves.
Also, present the objectives of this survey to your managers so that they can follow their team's priorities and adapt future initiatives to meet employees' current needs.
If necessary, you could opt for a personalized survey launch email and integrate your key messages to ensure they align with your company culture.
In the absence of a personalized email, employees receive the first survey question directly by email.
Important! As with any survey, make sure your employee database is up-to-date in the platform before launch.
I'm ready to launch the survey!
Have you followed all the steps outlined above? If so, you are now ready to set up the survey and schedule its launch.
To do this, refer to the following article: Schedule the survey launch based on your chosen settings
Tip! To avoid creating a sense of redundancy between the Indicators HR survey and the continuous improvement survey, it is recommended that you review your recurring survey and disable similar statements. This will allow you to ask these key questions to all employees at the same times during the year using the Indicators HR survey.
How to use the results effectively?
The Indicators HR survey allows you to know and understand the different elements that make a difference for your employees and will also help you define your actions for the next few months.
Here are some examples of elements to observe and analyze in order to make good use of the results of this survey.
eNPS statement
The score obtained will allow you to distinguish between the promoters and detractors of the organization.
The associated sub-questions will then help you understand what the main sources of pride are for the promoters of your organization and what changes you could make to reduce the number of detractors.
Statement on intention to stay or leave
The distribution of responses will help you differentiate the percentage of employees who are at risk of leaving the organization soon compared to those who intend to stay for several years.
The sub-questions will help you understand the potential reasons for departure of employees who are considering leaving and the main motivators of employees who are staying with you.
Statement on employee priorities
Employees will have voted on the top priorities for them in the next few months.
The 12 answer options offered to employees for this question are in line with Amélio's 12 mobilization factors.
We recommend targeting the 3 employee priorities and subsequently targeting these factors in the results of the recurring survey to quickly guide the analysis and understanding of the results.
Overall, you can continue to focus on your strengths and the elements of pride of your employees to retain them in the long term.
Conversely, you will also have clear indications of changes and potential reasons for departure to be addressed promptly to avoid losing good employees.
This will enable you and your managers to set action priorities by targeting the most important elements for your employees currently.