Human Resource Surveys

Staff induction checklist

With any new employee, there’s a lot for HR teams to consider: organising meet and greets with the team and key figures in the department, setting out clearly defined goals and expectations, showing them fire exits etc. A checklist will ensure they have everything they need to settle in and tackle the job head on.

Employee engagement

Employee satisfaction surveys are common, but sometimes businesses can overlook engagement. An employee might be satisfied – but that doesn’t always mean they’re “all in” with your organization. Are they motivated? Do they live your core values? Do they see their medium and long-term future with you? Engagement surveys can help you find this out. Well thought-out employee engagement questionnaires can help you find this out.

Training and development

Are your employees happy and content or are they getting itchy feet? Whatever the answer is, you need to know how they feel. This can be done by asking employees if they’re happy in their role, if they have the knowledge and tools to do their job effectively and whether they want to learn new skills. An organization that supports development is usually one that holds on to their staff.

360 employee feedback

This involves multiple people (teammates, supervisors, managers, colleagues in other departments) giving feedback about an individual member of staff. Employees also critique themselves. This openness allows you (as well as the employee) to analyse how their performance impacts others; identifying strengths, weaknesses and areas to develop.

Working from home and Return back to work surveys

Remote working has become far more commonplace in recent times, particularly following the Covid-19 pandemic, making it vital for organizations to effectively communicate with their employees. This is where working-from-home surveys can be incredibly useful.

For employees coming back to work after an illness, return to work questionnaires are essential to HR departments for understanding employee mindset.

Exit surveys

If an employee decides to seek a new position outside of the organisation, you need to find out why they have decided to leave. This is particularly useful as outgoing employees tend to be more honest, giving you a clear understanding of why you lost that employee. If multiple exit surveys produce the same comments, you’ll have the answers you need to improve retention.

Stress & Mental-health surveys

Studies across the globe have indicated that there are increased costs (in the billions) to organizations associated with the growth in absences due to mental health issues. This increase is likely due to reduced stigma and people feeling like they can be honest about their mental health problems, meaning they are up front about the reasons for their absence. When you combine the loss of productivity and the cost to the economy, it makes a lot of sense for organizations to take the mental health of their employees seriously.

Using the HSE Stress Indicator Tool is a great way to gather feedback on your employees’ state of mind at work. The tool created by HSE in partnership with Snap Surveys features a questionnaire and assesses six key areas of work that, if not managed properly, are known to be the likely root causes of stress. Analysing and understanding these results will help develop an effective health and wellbeing strategy for your organization.

Staff health and safety

Does your organization take health and safety seriously? Do you know how many days are lost in your organization through work-place accidents? Introducing a health and safety culture begins with finding out your employees’ knowledge of health and safety, helping you identify what changes need to be made.

The HSE Safety Climate Tool is a great way to assess the health and safe culture in your organization. This collaborative project between HSE and Snap Surveys uses an online questionnaire to gather data, then generates a comprehensive report with guidance that will help improve the organization‘s safety culture.