Managing Employee Experience - keep your top performers satisfied


Can top performers be so committed to your company culture that they would never consider leaving?

A motivated and skilled workforce is key to company success. How to keep top performers committed? Can you keep track of your employees' morale so that management always has an up-to-date overview of how the staff is feeling? Just measuring overall satisfaction is seldomly enough, or at least it does not provide a complete picture in a large organization.

One key question is how does your organization measure end-to-end Employee Experience? Some employee turnover is to be expected in any organization, and a few key players will inevitably leave a big company every year. Do you have a valid way of capturing tacit knowledge of the outgoing personnel? That said, you need to have a way to not only tap into your employees’ collective knowledge, but also to support the evaluation of new candidates.

A pleasant survey UI helps to get maximum number of responses


How to build an Employee Experience framework – or what do organizations like ours measure?

  • There are two main categories of Employee Experience surveys: 1) continuous, quick, pulse-type measurement, and 2) more thorough, annual surveys.
  • In recent years, a hybrid of above mentioned two approaches has become popular, in which a large employee survey is broken down into smaller, pulse survey-sized chunks. This allows you to measure the same things on a yearly basis, but with a much smaller number of questions (usually 10 or less) per survey.
  • Employee surveys also come in a wide variety of themed varieties, such as manager surveys, 360 surveys, diversity surveys, and inclusion surveys.
  • In addition, recruiting and profiling surveys are becoming more commonplace, and can often be done using the same survey tool that you use for your employee surveys.
  • Another type of surveys that is closely related to employee surveys is risk assessment surveys, which should be conducted on a large scale in order to reach as many employees as possible. These surveys are typically used to assess the likelihood of certain risks, as well as the potential severity of those risks.

What is the best way to conduct an Employee Experience survey?

At Zeffi, we believe the best way to conduct an Employee Experience survey is to use ready survey templates as a starting point and customize them to fit your organizational needs. This will save you time and energy, and will allow you to focus on analyzing the results of the survey. We offer the following survey templates:

  • Employee Satisfaction Survey. This comprehensive survey is designed to gauge employees' satisfaction with their job, their manager, and their colleagues. It can be customized to fit the needs of your organization.
  • Employee Pulse Survey. This shorter survey is designed to be conducted on a regular basis (monthly, quarterly, etc.). It can be customized to focus on the key areas that are most important to your organization.
  • Workplace Equality Assessment. This survey is designed to help you assess your organization’s progress on diversity and inclusion.
  • Supervisor Performance Evaluation. This survey is designed to be completed by employees, in order to provide feedback on their managers.
  • 360-Degree Feedback. This survey provides a 360-degree view of an employee (usually working in middle management) performance, with feedback from their manager, their colleagues, their direct reports, and other stakeholders. In some cases self assessment is added to the assessment. More on 360-Degree Feedback >>
  • Workplace Risk Assessment. This survey is designed to assess the risks in your workplace, and to identify any potential hazards. More on risk management by surveys >>

    These are just a few of the popular survey templates that we offer. If you would like more information, please don’t hesitate to contact us!

    What kind of survey are you going to do next?