According to the Cegos Observatory, in 2018, 20% of employees say social climate has improved at their workplace, against 9% in 2014. But, we have to measure these evolutions to perceive them! So, how do we do?
A Few Barometer Examples To Get Started
Here is an extract of one of our clients’ survey. We can see at the bottom center that the inquiry has 70 questions. Besides, we notice two types of questions : a satisfaction scale that goes from 0 to 10, and a Lickert scale.
Two social barometers never look the same, but to get the best results, you should respect a few rules…
Rules You Should Follow
You should choose a service provider who provides anonymized surveys. Also, avoiding non-direct identifications. What do I mean? For instance, the filtered results if the group is inferior to ten people. Indeed, the location, the function in the company, combined with the age bracket, etc. can allow to identify rapidly a contributor. Or, as for Twitter, anonymity frees the speech, so keep it up!
No never-ending inquiries
70 questions can receive answers, but it is still a lot. Most of your staff will not reach the end of the satisfaction survey. Or, they will botch it. Try to find a balance between quantity and quality. Let’s see how…
Set some open questions
You must let the “not telling anything” choice in closed questions. If not, you may not collect any feedback, and thus get biased statistics! And avoid the mention “others”, without more information. You should instead add a free text box.
Text boxes are great because this way you benefit from creativity and analysis of thousands of co-workers.
Analyze results precisely
Finally, you have to exploit the results correctly. You will need a software that can give you a global view of your survey’s results. The I Feedback Now solution creates automatically highly readable graphs about the collected feedback.
What does the perfect barometer look like?
Well, here is the answer you have been waiting for. The perfect survey comes with approximately 30 questions, with diverse forms. The themes of the questions are…
- The employee position in the company
- General management matters: independence, equal opportunities, attention capacity…
- Work environment
- Payment, working hours, holidays, equipment…
- Quality of equipment, software, applications provided
- If people are likely to recommend your brand to others or not
- The eventual leaving causes.
Should I put questions about the collaborator himself/herself ?
- You can avoid asking precise questions (How old are you? How long have you been working for us? What is your current position?…)
- This information can be directly uploaded from you HR solution, and will remain nonvisible in the participant of the survey’s details.
Using Lickert scales
(5 to 7 choices, from an extreme opinion to another one, as “Absolutely”, or “No at all”) :
- I am satisfied by my work at XXX…
- I adhere to the company’s values and culture…
- Working hours and global organization allow me to set a balance within private and professional life…
- I can handle and organize my tasks freely…
Using multiple choice questions
- What motivates me the most at work is : the general atmosphere, the will to do well, to be autonomous, etc. Or : I do not feel motivated.
- The reasons that could make me leave XXX are : my salary, the lack of professional opportunities, the lack of balance with my personal and family life, etc. Or : I do not plan to leave XXX.
Using open questions
- What should we do, according to you, to improve your workspace?
- Generally speaking, do you have the right material, and a sufficient amount?
- Would you like us to organize more team building event and activities? Which ones?
So, now, what are you waiting for? Start evaluating your social climate now! Contact us directly to improve your team’s satisfaction!