Human resources professionals want to recruit and retain the best talent possible.
No surprise there. Depending on your HR discipline, workplace surveys can help you understand the impact of current programs and policies, while allowing you to identify areas for improvement. The attitudes and opinions of your employees are strongly tied to human resources areas such as employee benefits, Global HR and staffing. Overall, HR surveys can help you connect your employees’ roles, work, and performance to business goals. Survey results will shed light upon the metrics you want to track, and you’ll have the deliverables you need to present your progress.
You get better decision making and a happier workplace. This means overall better performance and increased revenue. The results of any human resources survey will reveal areas of improvement that can lead to a more productive workforce. SurveyMonkey’s workplace, employee, and training templates get you started fast. You can use our surveys as they are, or customize them to create a continuous brand experience. Insert your logo, choose your own themes and colors, and design a survey that matches the look and feel of your organization.
Following are common areas of focus for many business owners, HR directors, managers, training & development professionals, and human capital specialists.
Evaluate employees based on feedback from supervisors, peers, and subordinates. This type of feedback is focused on employee assessment from multiple perspectives.
Building a workplace culture that prioritizes belonging and inclusion is the best way to attract diverse and talented people, create a sustainable workforce, and—most importantly—make employees feel supported. SurveyMonkey’s inclusion and belonging survey template can help you understand what you’re doing well and where there’s room for growth.
What courses, continuing education, or otherwise, do your employees need to meet their objectives? What do employees think of your company’s job training and development program? Do employees feel like this is a workplace that nurtures their career goals and ambitions?
Do employees feel that they are adequately compensated? Does the benefits package match the needs of the staff? Are there perks and benefits they would like to see? Do employees feel that their efforts are being recognized and appreciated?
How would employees rate their job performance and satisfaction? Have they met the goals set at the beginning of the quarter or year? Were the goals set for them reasonable and attainable?
Communicate with employees on a regular basis. What do they find lacking in an ideal working environment? Would they like to be able work remotely? Get opinions on office politics and gauge the morale of the entire organization.
Do employees find their jobs and responsibilities to be rewarding? Do they feel challenged and do they still enjoy coming into the office every day? Is there another role that might allow for more fulfillment or better learning potential?
How would employees rate your company and the work environment? Do employees feel stressed out by deadlines? Are employees happy with the direction of the company? Do employees feel engaged with their job and the company? Is there an adequate work-life balance?
What do employees think of various human resource issues? Do employees feel good about workplace safety and company ethics? Are employees satisfied with their coworkers? How do they react to the new policies HR just published? The best way to head off a PR or social media problem is to understand how employees feel before they go public about their grievances.
Across departments, what are the employees’ opinions on management? Do supervisors and managers communicate expectations with their direct reports? Are the goals and vision of the company clear to all employees, across teams, departments, and geographies?
Are there any insights from departing workers that might help improve the onboarding experience and overall employee satisfaction for future efforts?
What do your employees think of the quarterly all-hands meeting? Or Happy Hour Thursdays? Do people want to attend more events? What about an offsite to Las Vegas or Honolulu? Send out a survey and make the next event or meeting even better.
Online questionnaires are not just for web products and services. You can also poll customers of your retail store to learn whether the new merchandise you are thinking of placing on the shelves will resonate with shoppers.
It’s never too late to fine tune your product and brand before you launch if your success depends on it.
The following examples show the true potential of human resources surveys:
A consumer packaged goods company might collect employee survey samples to examine the performance of the Human Resource department across issues such as processing information and responsiveness. The survey results are used as a benchmark for performance ratings and identify areas of improvement.
With SurveyMonkey’s skip logic feature, a manufacturer’s HR group can create and send out one employee survey yet receive responses in any of the languages in which it operates. They can use SurveyMonkey to gather employee opinions on the HR department and its services.
Make the most of your time by leveraging SurveyMonkey’s methodologist-certified human resources survey and employee survey templates. You’ll be able to create your online survey in a matter of minutes on a wide variety of topics such as employee satisfaction, 360 assessment, recruitment and more. SurveyMonkey also gives you access to the survey tools you need to easily deploy and analyze your HR survey—empowering you to make smarter decisions. And we take survey security seriously, so rest assured knowing your data and insights are safe with us.
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