You can measure employee satisfaction online!

HR/learning in organisations

Change your employee satisfaction survey from a mandatory number to an attractive online version.

An employee satisfaction survey. Few people jump up enthusiastically when they hear the word. The MTO is often experienced as a mandatory number imposed by an industry association or works council. And it is often dragging and nagging to persuade employees to fill out the questionnaire.

Quite a shame, when you know that many employees are not satisfied with their jobs. In fact, Ipsos research showed that 1 in 5 employees find their job downright boring. So there is quite a good chance that people within your organisation are also carefully looking around for another challenge. Or (maybe even worse) quietly serving their time until retirement.

So how nice is it when you get tools to turn the tide? If you know what buttons you can turn to make employees really enthusiastic about your organisation and their jobs? We'd love to give you a few tips on how to turn your MTO from a must-have to an opportunity!

Of course, you can outsource your employee satisfaction survey to a specialised, commercial company. That may save some thought and time. But standard questions that have been invented by external specialists are usually used. Then, yes, you will get standard answers. You'll quickly miss the opportunity to make a real connection with your employees, to get answers you can and want to get started with right away. Moreover, if you fly it conveniently, an MTO doesn't have to be too complicated.

Perhaps in abundance, our golden tip: make it easy for yourself and automate! They sometimes come by again: the paper questionnaires. Opt for an online version. This makes it so much easier to make reports and statistics. In addition, you can easily reuse the setup later, whether or not in a modified form.

What should you pay attention to when turning off an MTO yourself?

1. Know what you want to know and measure

Take the time to think about what the organisation is really about with a small delegation.

What things did you notice when it comes to HR? A lot of turnover, high absenteeism, few training enrolments or a lot of complaining employees?

Use these issues as a framework for setting up your MTO.

2. Keep it manageable

Limit the number of questions you ask to prevent people from dropping out halfway through the list. Divide themes, such as organisation/function/personal development/collaboration/vitality. And ask a maximum number of questions around each theme.

Let's take a few steps so that people know how many questions are left.

3. Ask the right questions

Use understandable language that matches the experiences and levels of your employees. Make sure a question can't be misunderstood. Feel free to ask questions that trigger something on the part of the employee, or take some time to think about the answer. That makes the answer all the more valuable. Both for the employee and for you as an employer.

The different types of questions of Pluvo makes your employee satisfaction survey both attractive and interactive.

4. Make the results transparent and measurable

It's useful if the answers are easily comparable, especially if you want to compare the results of a number of years to discover trends. For example, let your employees give a report grade (that's very recognisable) or use a scale of 1 to 5.

With Pluvo collect feedback from all your employees online and at the same time. Also perfect for automating your onboarding process, for example.

5. The eye also wants something

Make sure you have an attractive design. Avoid a large amount of letters on the screen.

Instead, opt for a few extra pages with plenty of white space and an easy-to-read font. Make use of color, illustrations and photos.

An MTO is important, but it certainly doesn't have to be boring!

6. Leave room for creativity

The report figures (see 4) are very useful for comparing answers, making graphs and seeing trends. But experience shows that the best tips and ideas are given when you let employees have their say. So keep plenty of space for additional comments for each theme.

7. Do it periodically

One MTO is, of course, wonderful, but it means nothing. It needs to be followed up. Only then will you see what the previous research has yielded and what the organisation has done with the answers. If you want to follow developments in detail, you could repeat the research quarterly. If there is less need or opportunity, you can have the MTO come back annually.

These are just a few more ideas

An MTO is ideally suited for deployment via an online knowledge platform.

So yes, we can help you with that if you want to! Do you want to have a chat about content or automation? Feel free to contact us!
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