Employee satisfaction – sample survey questions (downloadable template)

The employee satisfaction survey is key to addressing the needs of your workforce. Download our sample satisfaction survey questions for an idea of what and how to ask some difficult questions.

2 mins read
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​To understand the needs of your workforce, it’s important to ask the right questions. A mix of questions that require yes/no answers is good to achieve definitive results, but it’s also useful to include ones that offer multiple choice answers or encourage the respondent to provide extra detail about why they feel a certain way. This data can help managers pinpoint areas to address and raise awareness of issues they may not have considered.

Choosing what to ask in your satisfaction survey will depend on whether you’re running a focused survey or want more general findings. The time you launch your survey may also affect the type of questions you ask, such as if there are seasonal factors to consider or imminent changes to the organisation are on the cards.

It goes without saying that in times of organisational stress, the best employers will focus on reassuring their workforce with focused and transparent internal communications. Any uncertainty, especially around job security, is liable to draw knee-jerk responses from an anxious workforce, so consider launching a survey in calmer waters.

10 ways to improve your survey response rate

  1. Pick the right time to launch the survey 

  2. Communicate effectively throughout 

  3. Have a great user experience and make it easy to complete 

  4. Use incentives or competitions (if right for your organisation) 

  5. Keep an eye on response rates in real-time 

  6. Create time and space for all staff to complete it in work time 

  7. Have leaders, managers and champions help demonstrate how important participation is 

  8. Ensure people believe and trust the confidentiality of their responses 

  9. Only survey at the rate you can take action 

  10. Commit to acting on the results 

Most employee surveys focus entirely on traditional workplace topics like engagement, leadership, and manager effectiveness, or lifecycle surveys focus on traditional workplace milestones like onboarding, promotion, and exit.  

When you consider a new definition of employee experience, one that includes the human experience at work, a much broader spectrum of employee listening is required. The ways we listen to employees, gathering their input and perspective, need to change too.

Employee surveys need to pivot to also assess how your employees feel about their preparation for retirement or how they are managing life with a newborn baby. They need to seek to better understand what your organisation can do to help. 

Survey pitfalls to avoid

There are many pitfalls to avoid with employee surveys. Here are some examples of mistakes that can set organisations back in their research, according to employee engagement experts People Insight: 

  • Managers aren’t kept in the loop 

  • Your survey comms falls flat 

  • It launches at the wrong time 

  • A poor response rate 

  • Employee surveys are seen as ‘an HR thing’ 

  • Missing the bigger picture in your survey results 

  • Only sharing the positive feedback 

  • Nothing happens next…

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Tackling hiring fraud guidance – free download
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Tackling hiring fraud guidance – free download

Hiring fraud is an insidious practice that undermines trust and poses significant financial and reputational risks for businesses. As employers strive to find the right talent, they must remain vigilant against fraudulent activities that can tarnish their operations and brand integrity.

Hiring fraud manifests in various forms, from falsified credentials and fabricated work histories to identity theft and impersonation. These tactics often deceive even the most astute recruiters, leading to the unwitting employment of unqualified or dishonest individuals. The consequences can be dire, ranging from decreased productivity and morale to legal liabilities and damage to company reputation.

Detecting fraudulent applications has become increasingly challenging. However, employers can use several strategies to safeguard their recruitment processes.

Most recently, Reed has contributed to the first guidance of its kind to help organisations protect their recruitment practices. ‘Tackling hiring fraud: the response to a growing problem’ serves as a frontline tool in the battle against fraudulent hiring activity.

Steps to a secure hiring process

The guide, fronted by the Better Hiring Institute, identifies nine types of fraudulent activity: reference fraud, qualification fraud, fake application documents, CV-based fraud, employment scams, manipulation of artificial intelligence, dual employment, immigration fraud and fraud as a result of recruitment agency usage. Each is addressed in detail with case studies and expert guidance on prevention.

As a rule, thorough background checks are indispensable. Employers should verify the authenticity of educational qualifications, professional certifications, and employment histories provided by candidates. Utilising reputable background screening services, such as Reed Screening, can help uncover discrepancies and ensure that prospective hires possess the credentials they claim.

Identity verification measures are essential. Adopting biometric authentication or identity verification technologies will help, reducing the likelihood of impersonation and identity theft.

Stringent interview processes can also serve as a deterrent against fraudulent candidates. Conducting multiple rounds of interviews, including in-person assessments, and soliciting detailed responses can identify genuine candidates from impostors.

Technology can automate and streamline recruitment processes. Candidate tracking systems equipped with fraud detection algorithms can flag irregularities in applications, adding a further layer of protection.

It can also help to raise awareness of hiring fraud with your employees – encouraging them to report suspicious activities and provide avenues for whistleblowing. Providing guidance on how to spot red flags can have a ripple effect, protecting both the business and employees from falling victim to fraud in their career.

Protect your business with our hiring fraud guidance – free download

Technology has enabled criminals to take advantage of traditional recruitment processes, and organisations must adapt if they are to avoid CV fraud, employment scams, manipulation of AI tools and many more tactics.

Reed Screening, together with Better Hiring Institute and other partners, have defined hiring fraud as any fraud committed during the hiring process, which may be committed by an individual against an organisation, or by an entity against a jobseeker.

This comprehensive guide, ‘Tackling hiring fraud: the response to a growing problem’, identifies how employers can protect their organisations, using expert advice on how to prevent the most common criminal activity.

"Employers should be very worried about hiring fraud. At Reed Screening, we have made huge progress over the last few years in making hiring faster globally, including being referenced by UK government for our work on digital right to work. However, with the development of technology and improvements in the speed of hiring, we have seen an acceleration and amplification of fraud."

Keith Rosser
Director of Group Risk & Reed Screening – Reed

The new Better Hiring Institute free guide on tackling hiring fraud, co-written by Reed Screening and Cifas, contains a really useful checklist for HRDs (human resources directors) and CPOs (chief people officers) to use to ensure the company they represent has all the right defences in place.

Download our free hiring fraud guidance to help safeguard your organisation using the button at the top of this page.

Hiring fraud: how to safeguard your organisation
6 mins read
  1. Article

Hiring fraud: how to safeguard your organisation

​To combat the rising tide of hiring fraud, Reed Screening recently joined forces with the Better Hiring Institute and fraud prevention experts Cifas and ST Smith, to launch guidance for employers. This free, comprehensive eBook is now available to download and provides the latest insight into the gravity and scale of threat facing organisations today.

Complete with case studies highlighting common criminal activity, such as resume fraud and employment scams, the guidance offers solutions to counter these tech-based crimes, helping to protect your recruitment teams from falling victim to imposters and impersonators.

We spoke to Keith Rosser, Director of Group Risk & Reed Screening – Reed, about the new guide, Tackling hiring fraud: the response to a growing problem.