The essential

guide to
employee
experience
surveys

© 2019 Qualtrics LLC

 Table of 3 Introduction

Contents 4 Engagement Surveys

9 Lifecycle Surveys

12 Ad-hoc Surveys

17 Sample questions

18 Engagement

28 Onboarding

31 Work-Life Balance

34 Growth and Development

37 Corporate Responsibility

39 Ethics

42 Safety

45 Exit

2
 Introduction Cecelia Herbert
Qualtrics Employee Experience Scientist

The first step to a great employee experience is understanding your people. This is the
value employee surveys bring to an organisation. They shed light on how engaged
employees are, to what extent they’re living the company’s core values, how much pride
they take in their job, what they love about working for you, and how likely they are to
stay or leave.

This library of employee experience (EX) surveys was developed by our team of EX
Scientists and Psychologists here at Qualtrics. You can use these questions straight out
of the box or as inspiration to create your own surveys. We hope they help you
kickstart, revamp, or enhance your employee feedback program.

3
SECTION 1

Engagement
surveys
 Engagement Employee engagement is a measure of someone’s connection to their work and how
they think, feel and act towards helping their organisation meet its goals.
surveys
Why are they so important?

Intuitively, it’s a no-brainer – we all want employees who have the desire and drive to
move the organisation forward. But there are also many other benefits.

ENGAGEMENT HAS AN IMPACT ACROSS THE BUSINESS

+ Increased performance Research shows that business unit-level engagement

is predictive of future customer experience metrics, productivity, and
financial performance1

+ Lower attrition Engaged employees are 87% less likely to leave2 their organisation,
which means reduced costs in having to recruit new staff, train them and wait for them
to ramp up to full productivity

+ Increased revenue According to Bain & Company, companies with highly engaged
workers grew revenues 2.5x as much as those with low levels of engagement3

+ A better customer experience 70% of engaged employees indicate they have a

good understanding of how to meet customer needs; only 17% of non-engaged
employees say the same4

5
 WHAT MAKES A GOOD EMPLOYEE ENGAGEMENT SURVEY?

Engagement is not just one value – there are multiple areas that make up a holistic
measure of engagement. Qualtrics engagement index measures the following:

+ Discretionary effort employee’s willingness to contribute above and

beyond their core role

+ Organisational commitment employee’s feeling of pride in and advocacy

toward the organisation

+ Intention to stay employee’s desire to remain with the company

+ Work Involvement employee’s feeling of accomplishment in their role

6
 We recommend designing your employee engagement survey in the following way:

+ Engagement items these questions go at the front of your survey, and measure: pride
in the organisation, work involvement, advocacy for the organisation, intention to stay
and discretionary effort

+ Core Drivers these ask about the universal conditions that might contribute to
levels of engagement with questions about: growth and development, collaboration,
communication, company leadership, inclusion, work processes, strategic alignment,
performance and accountability, manager effectiveness, and customer focus

+ Additional Drivers you can see if any other themes are critical to your organisation
and, if so, add them in as well. Avoid throwing them all in, as they will probably make
your survey too long, unfocused and difficult to engage with. Instead, cherry pick what
you need, and use them for shorter surveys in the future, if necessary

Best practices for designing employee engagement surveys

Read more about Qualtrics' top tips when building employee TOP TIPS
engagement surveys.

7
 IDENTIFYING CORE DRIVERS

When you create your own engagement survey, you’ll want to measure employee
engagement itself (outcome measure), as well as the outside factors (engagement
drivers) that may influence engagement in your organisation.

Over the years there has been extensive research about what makes an environment
engaging. Common themes that impact engagement include:

+ Collaboration Are people able to easily work together and share knowledge
within and across teams?

+ Growth & Development Are there opportunities for people to grow and develop
in the company?

+ Communication Are they getting enough info from the company about what’s
happening and what affects their role?

+ Company Leadership Do they have confidence and trust in their senior leaders?

+ Inclusion Do people feel like they are part of the team and company, feel valued and
that their opinions matter?

+ Strategic Alignment Do they understand where the company is going and

understand how their role contributes?

+ Performance & Accountability Do people understand their goals, have clear

expectations, and receive feedback?

8
SECTION 2

Lifecycle
surveys
 Lifecycle WHAT ARE EMPLOYEE LIFECYCLE SURVEYS?

surveys Consider the lifetime of an employee at your organisation – there are numerous key
milestones along the way, whether it’s their interview, onboarding process or their
performance reviews. Employee lifecycle feedback is event-triggered feedback that gets
employees’ views at key milestones in their journey with a company.

WHY ARE THEY SO IMPORTANT?

Lifecycle surveys help you gather feedback at important touchpoints in an employee’s

journey with a company and provide a more complete understanding of an employee’s
experience with your organisation.

EMPLOYEE PULSE
ENGAGEMENT SURVEYS

EXIT
SURVEYS
ONBOARDING
FEEDBACK
RECRUITING
& PRE-HIRE

MULTI-RATER
ASSESSMENTS
TRAINING
& ASSESSMENT
AD-HOC INTERNAL
SURVEYS

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 WHAT MAKES A GOOD EMPLOYEE LIFECYCLE SURVEY PROGRAM?

Employee lifecycle feedback is typically broken down into 4 clear stages:

1. Recruitment this includes all the steps which lead to hiring a new employee. This is often
referred to as candidate experience.

2. Onboarding once a new hire starts, this stage is where they get up to speed with the tools,
systems and processes as well as understanding expectations in the role.

3. Employment an ongoing stage in an employee’s lifecycle, with individual employees

developing at different rates and across a variety of competencies. The goal is then to keep
them performing, developing and contributing to the company’s success.

4. Exit the final stage of the lifecycle. Employees can leave for a whole host of reasons.

How Telstra is creating a new work culture

Watch this exclusive webinar with Telstra's Head of EX to find out how WATCH NOW
the telco is transfoming EX for the company's 30,000 employees.

11
SECTION 3

Ad-hoc
survey
 Ad-hoc WHAT ARE AD-HOC SURVEYS?

survey Ad-hoc surveys are typically implemented on a one-off basis. They could, for example, help
measure employee reactions on a new initiative or a recent organisational change.
These surveys don’t usually need to be repeated on regular intervals like lifecycle
or engagement surveys.

WHY ARE AD-HOC SURVEYS IMPORTANT?

Ad-hoc surveys should be a crucial part of your employee feedback program. This is
because they complement your engagement and lifecycle surveys. It helps to have surveys
that you can run occasionally to test the temperature of what’s working and what isn’t.

The engagement survey still has its place of course – little else can give you the same depth
and robustness of data – but it’s part of a larger toolkit of feedback mechanisms. It sets the
priorities for improvement with action plans that can be followed up and monitored with
more frequent surveying.

Are ad-hoc surveys the same as pulse surveys?

No. Pulse surveys are their own category. They usually measure
engagement-type constructs on a faster cycle than the annual survey.

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 WHAT ARE SOME GOOD AD-HOC SURVEYS?

We’ve included 3 types of ad-hoc surveys:

1. Safety These help you to measure and improve employee safety in the workplace. Use
these surveys to gather employee feedback on safety issues and how managers can help
to promote a safe work environment.

2. C
 orporate Responsibility This survey helps you to understand how employees view
your current social initiatives and practices, measure how corporate responsibility impacts
their employee experience, and collect feedback to drive social impact and improve the
experience for your people.

3. Ethics These questions will help you to create a culture where employees feel empowered
and safe when reporting ethical business issues. Understand whether employees feel
the company is operating with integrity, and identify any issues preventing them from
reporting potential issues.

Ford overhauls employee experience

Listen in as Ford explores how the company is working to change its WATCH NOW
EX, get buy-in from leadership, and participation from employees,

14
 BEFORE YOU GET STARTED

Planning effective employee survey program needs careful thought and buy-in from
stakeholders to return the best possible results and data. Here are the steps you need
to take to create a program suited to your organisation.

1. Establish a culture of feedback and transparency Forward-thinking organisations

encourage employees to say what they think through regular feedback surveys
throughout their employee lifecycle. Be quick to share the results, favourable or otherwise,
for the common interest of improvement.

2. Get executive leaders on board Empower managers to embrace feedback as an

integral driver of enhanced employee experience and organisational improvement. Set
them up with analysis tools and dashboards so they can access and understand the data
readily and be able to draw up action plans for improvement.

3. Have the right tech Set up a system with the right tech and tools to be able to gather
and analyse feedback at every stage along your employee lifecycle. It’s important that
your tech platform is scalable so that even if you start small, your program can grow with
your business.

15
 Here are some things to consider before you begin the task of
designing your questionnaire:

+ Decide whose input you need to include

+ Decide whose input you don’t need (and manage expectations by explaining why you are
not consulting them)

+ Set clear deadlines and turnaround times right from the start

+ Ask participants to let you know upfront if they cannot meet the timeframe, so you can
assign someone else

+ Establish one person for the final sign-off, and make it clear to everyone in the sign-off
process that when they say it’s final, it’s final

+ Distinguish ‘nice to have’ questions from ‘must have’ questions

+ Avoid designing your survey by committee

Empower your managers to improve EX

Download this guide for practical tips helping you turn feedback into FIND OUT MORE
action, and how technology can help HR teams support managers.

16
SECTION 4

Sample
questions
 All the WANT A FULL ENGAGEMENT SURVEY?

surveys This survey template provides a starting point for a brief employee engagement survey –
it provides you with a way to get a quick pulse on employee experience. You can access a
full survey as well as all the guidance you need to run your engagement program as part of
our expert designed, pre-built XM Solutions in the Qualtrics platform.

Check out the full engagement survey

Want more data and insights from your employee surveys?

Our XM Solutions offer pre-configured surveys, expert-validated BOOK DEMO
methods, and dashboards tailored to your business

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 ENGAGEMENT SURVEY TEMPLATE AND SAMPLE QUESTIONS

For more, check out our Engagement Methodology and XM Solution

19
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23
24
25
26
27
 ONBOARDING SURVEY SAMPLE QUESTIONS

For more questions, check out our Onboarding XM Solution.

28
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30
 WORK-LIFE BALANCE SURVEY TEMPLATE AND SAMPLE QUESTIONS

For more, check out our Work-Life Balance XM Solution

31
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33
 GROWTH AND DEVELOPMENT SURVEY TEMPLATE AND SAMPLE QUESTIONS

For more, check out our Growth and Development XM Solution

34
35
36
 CORPORATE SOCIAL RESPONSIBILITY SURVEY TEMPLATE
AND SAMPLE QUESTIONS

For more, check out our Corporate Social Responsibility XM Solution

37
38
 WORKPLACE ETHICS SURVEY TEMPLATE AND SAMPLE QUESTIONS

For more, check out our Workplace Ethics XM Solution

39
40
41
 WORKPLACE SAFETY SURVEY TEMPLATE AND SAMPLE QUESTIONS

For more, check out our Workplace Safety XM Solution

42
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44
 EXIT SURVEY TEMPLATE AND SAMPLE QUESTIONS

For more, check out our Exit Insights XM Solution

45
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48
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50
WANT MORE DATA AND INSIGHTS FROM YOUR EMPLOYEE SURVEYS?
Our XM Solutions offer pre-configured surveys, expert-validated methods,
and dashboards tailored to your business.

BOOK DEMO