How to improve your employee survey response rate
The response rate of an employee survey can often be a measure of engagement in itself. To complete one, employees need to be engaged in the process. With our 2019 employee surveys about to launch, here we share our top three tips to bolster your survey response rate through effective communication with your employees.
Engagement surveys are different to public surveys or opinion polls that are trying to generalise from a sample. When surveying your employees, you want a full picture of your organisation. And one that enables you to delve deeper to gain a clear understanding of how different teams and departments feel. So what does a good employee survey response rate look like?
Our b-Heard survey is the largest employee engagement survey in the UK. More than 750 organisations took part last year, with over 500,000 employees invited to share their views on how they felt at work.
For an organisation to be eligible and considered for our Best Companies to Work For lists, we set minimum response rates. This is to ensure that our surveys provide meaningful insights to our clients and give accurate representations of the levels of an engagement in an organisation.
We find there are typically three reasons why an employee chooses not to complete an engagement survey:
- Purpose – they do not know why they are doing it
- Confidentiality – they do not think that it will be anonymous
- Scepticism – they do not think anything will change as a result
The key to overcoming all three of these barriers is open communication with your employees.
Start with the why
Share your goal and purpose. What are the underlying reasons why you are doing a survey? If you can explain the ‘why’ to people it’ll go a long way.
Explaining your rationale will also help people share what matters to them. If people understand what you are hoping to achieve it can drive more meaningful responses.
Keep it confidential
If people believe their response is confidential they are more likely to be honest and share their experience.
So if a survey is anonymous, emphasise this to respondents. Explain what measures are in place for your survey to be safe and secure, and what steps you have taken to ensure that no individual responses can be identified.
Sway the sceptic
Communication around what will happen when the survey results come out will go a long way. Be open with how you are planning to use the feedback.
Once results are in, make sure to follow through on your promise. Share the results with your team and explain what changes are going to be implemented on the back of it. This will help with an open culture and can help with future response rates too.
Our b-Heard survey gives you a structured and accurate insight into how your employees feel. The feedback you receive can empower you to have meaningful conversations, allowing you to make real behavioural change. Click here to find out more.