The following are frequently asked questions related to the employee survey (Living the Brand Assessment). A download of this article is available at the bottom of the page.
Why should I participate in the survey?
- Taking the employee survey is an opportunity for employees to share their perspective on what the company is doing well and where it can improve.
- Company leaders use the feedback provided by employees in the survey when making business decisions in order to build a better place to work and deliver a consistently good customer experience.
What does the survey measure?
- Survey results provide insight into the perspective of groups of employees. The results are not an indicator of the performance of the group. For example, if the Human Resources department’s behavioral scores are low, this means they see less consistency in those around them; not necessarily that they are less consistent.
- Employee surveys are configured based on a company's program to evaluate whether employees know the company goals, desired customer experience, and culture, whether they actually work to deliver on these according to the core values, and/or whether they like and feel engaged working for the company. The following are potential components for the employee survey:
- Alignment Indicators: Indicators that provide insight into employees’ mindset. These measure how people feel about working at the company. An employee can be going through the motions and doing the behaviors, but if he or she isn’t feeling good about doing them, his or her performance will begin to suffer or he or she will leave. Two of these indicators (Motivation to go above and beyond and Likelihood to stay if offered a similar job elsewhere) contribute to the Employee Engaged Index®.
- Behaviors: The proprietary behaviors that make up your company experience. These ask employees to rate how consistently they believe those around them are doing the behaviors. An employee can be interested and excited to work at a company, but if he or she isn’t doing the most valuable actions, it will impact results and the experience of other employees.
- Recommend Questions: How likely are you to recommend the company as a place to work? How likely are you to recommend the company’s products/services? Both questions are used to calculate the Engaged Index. Employees are also asked a follow-up: A 9 or 10 prompts employees to select what the company does well, a response less than 9 prompts employees to select what the company can improve.
- Engaged Index: How motivated and committed are employees to act in the best interest of the company? This score is reported on a scale of -100 to 100 and is calculated by subtracting the percentage of individuals who scored at least three of four questions 0 to 6 from the percentage of those who scored at least three of these four questions 9 or 10. (Questions are noted above.)
Is this confidential? If it’s confidential, how do you know whether I’ve taken it?
- The survey is administered by Brand Integrity, and while survey participation is visible, an individual’s specific scores cannot be viewed.
- In fact, if fewer than five people on your team respond to the survey, the system will not provide a group average to the manager (this reporting function prevents scores for a small number of people from showing up and compromising confidentiality).
- The company benefits from your honest feedback, so it is very important to preserve your confidentiality and trust.
What will be done with the scores?
- First, the overall scores of the company will be reviewed to understand what employees see as the organizational strengths and challenges.
- Next, managers will be asked to share the high-level results with employees and have a collaborative discussion about them.
- The numbers certainly are important, but most important is the story behind the numbers. What do the numbers mean? Only by sharing the results and discussing them with employees will this most valuable information be revealed.