Look in detail at the questions you are asking. Some of them may now be redundant or irrelevant and need to be removed. Particularly look out for:
- items scoring very highly year on year items that are frequently skipped (people may not feel they are relevant to them or the question may be confusing)
- items that are not actionable or answerable; every item should have an action and resources connected to it
- items that feel irrelevant to your organisation
Assess the effectiveness and impact of your executive and team reporting so that it can be improved. Make sure:
- you know who your audiences are for reporting and that you can reach each one
- you have resources in place for your managers to facilitate necessary change
- you consider other forms of reporting, such as videos and animations to communicate your results in an impactful way
The timing of your engagement survey is critical to getting a good response rate. If you usually do an annual survey, also consider:
- Would it be better done more frequently than once a year?
- Would shorter, more frequent surveys be better for the rhythm of your business?
Think about ways you can engage better with individual employees on the survey. You could have:
- individual reports for each employee to view a summary of their results upon completion
- a central place for employees to view results, or a general sharing of results
- other channels of communication – do you rely solely on email, are there other platforms you can use?
Make your survey look up-to-the minute and relevant by freshening up the design with colours and features.
- If you have a creative team, let them loose on designing a new brand and theme for your program. Do you have a strong name for the initiative?
- Refresh the online branding and site coding where necessary. If you have internal resources that design your website in CSS, they can help design a theme for the Qualtrics survey that feels very consistent