3 Expert Tips To Improve Your Employee Survey Results To Go From Good To Great

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Companies that have a good culture will always find ways to go further in that area. One way they do it is by conducting employee surveys.

The tendency for some companies in analyzing a survey is that they dwell too much on the average result about the company’s culture and forget that they must focus on creating an equal experience FOR ALL.

By conducting an employee survey, it gives the company an opportunity to measure not only the strength of their employees but also the effect of their decisions on the overall employee experience. Read for more great survey tips:
-GPTW Philippines

 

Many Great Place to Work-Certified™ companies know they have created a strong company culture, but they want to know how they can go further to earning a spot on one of our Best Workplaces™ lists.

When we were advising these companies, we found three key drivers of success embedded in their Trust Index™ employee survey results.

Acting on these areas can help create the fastest improvements in your culture, which will likely be reflected in your employee survey scores:

1. Close experience gaps

When HR managers consider employee survey results at a high level, they often look at overall scores, which are calculated by adding up every employees’ response and taking an average. However, what an average can hide is that different groups of people can have drastically different experiences at work.

If you only look at averages, an organization where male employees score 90% and female employees score 50% looks the same as an organization where everyone scores 70%. But the first organization obviously has some serious issues to address.

While a gap this extreme is rare, nearly every organization has some gaps in experience. There are two reasons to identify these gaps and to close them.

Raising the scores of your more marginalized groups will raise your average, but it will also improve the experience of all employees, not just the ones in the marginalized groups. Organizations that are diverse, inclusive and equitable perform better and have better workplace cultures than those that are not.

Creating an experience that’s equal for everyone is so crucial that consistency of experience across demographic groups is one of the most important criteria that determine who makes our Best Workplaces lists.

When we say an organization is one of the best places to work, we mean that it offers a world-class experience to everyone who works there, not just some or most people. Organizations with higher overall scores can and do lose list positions to organizations with more consistency.

When you look at your results, consider which groups of employees – big or small – are having a less positive experience. Why are some groups’ experience less positive than others?

 2. Identify and lean into your strengths

Humans experience something that psychologists call the “negativity bias.” It causes us to assign more weight to negative things than positive ones. It may be because of this bias that when looking at survey results, leaders will often spend most of their time on the areas where their scores are lower. While it’s certainly important to look at those opportunity areas, it’s equally important to focus on your strengths.

The best companies don’t just do everything kind of well. They have unique areas of strength that make them stand out from the competition. Look for the things that make your organization special and try to emphasize them.

For example, maybe your organization prides itself on being innovative, and you have the survey results to back it up. Instead of resting on your laurels, look for even more ways to innovate. You already have a recipe for success, so it’s just a matter of leaning in rather than starting from scratch.

Information on your areas of strength may not come directly from the survey. Your company’s values can often tell you what your strengths are, or should be. For example, if your organization values cooperation and your scores on this are good, but not exceptional, you have an area to leverage. For another organization, good scores on cooperation might be enough, but because it’s special to you, it’s worth focusing on.

Try to think of the three things you would like employees to say when they describe why your organization is special. Do your survey results reflect the experience you want your employees to have in those areas?

3. Understand cause and effect

No part of the employee experience happens in a vacuum. If an employee feels that their manager doesn’t take an interest in them, for example, that lack of personal connection might make the employee feel like they’re being passed over for promotions or raises.

If we only looked at the feedback on how employees perceive promotions and not how they perceive managements’ interest in them as people, we might focus too narrowly and miss the forest for the trees.

It’s important to take a holistic view to understand how different parts of the employee experience connect to one another.

Some parts of the employee experience tend to have more of these connections than others. If management doesn’t communicate well, for example, it’s generally hard to get much of anything done.

Personal relationships also tend to have strong effects on overall experience: If an employee doesn’t feel that their manager is honest, relatable, or caring, they will interpret all of their manager’s actions in a less positive light.

Understanding the connections between different parts of the employee experience can help guide your decision-making when you’re action planning. If you want to improve scores in a specific area, but you identify something that’s getting in the way a positive experience, you should be focusing on the root cause, not the symptom.

Areas with lots of connections to other experiences, like communication, can also be higher impact – it is better to focus on such areas because your efforts will yield greater improvements overall.

When you look at your results, do you see common threads that might connect your opportunity areas? Can you identify one or two areas that, if addressed, would help in many others?

Ready to move the needle?

If you’re not already using the Great Place to Work survey, reach out to us to learn about how we can help you improve employee engagement and become eligible for one of our Best Workplaces lists. If your company deserves to be recognized for your strong culture, nominate your company today. 

Great Place To Work identifies Best Workplaces™ in Asia by surveying over 1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting over 4.7 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2021 or early 2022.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000) of those employees located outside the headquarters country.

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

For All™ Methodology

Great Place to Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2022 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 130,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:
1.  The criteria we evaluate

  •  85% concerned with Trust and Maximizing Human Potential and
  • 15% concerned with everything else

2.  Where the data comes from

  • 100% Trust Index for organizations with less than 100 employees
  • 75% based on the Trust Index survey analytics and 25% based on responses to the Culture Audit for organizations with more than 100 employees.
For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees