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We work with people teams to design, run and analyse employee surveys that show what is happening across the organisation, what sits behind the results and where attention should be focused.
So you have clear, credible evidence to take into conversations with senior leaders and managers.
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Employee surveys generate a lot of data. The challenge is working out what deserves attention.
A low score is not automatically a priority. A difference between groups may or may not be meaningful. And the themes employees mention most frequently are not necessarily the ones with the greatest potential impact on the organisation.
We bring the different strands of evidence together - survey scores, patterns across groups, changes over time and employee comments -to identify the findings that deserve most attention.
That helps you focus on the issues that matter most and build a stronger case for where action is needed.
A good employee survey starts well before the questionnaire goes live and continues long after the results come back.
We work with you throughout the process, helping you set the right focus, design a survey that fits your organisation, interpret the findings and turn them into clear priorities for the organisation.
Set the focus
We start with what you need to understand and the decisions the survey needs to support. That gives the survey a clear purpose before we start writing questions.
Design the survey
We build the questionnaire around your organisation and priorities, drawing on organisational psychology, survey research and our experience of what works in practice.
If you already have an established survey, we can work with that too rather than starting again unnecessarily.
Run the survey
We manage the practical side of the survey, including the survey platform, invitations and response monitoring, while protecting the confidentiality of individual responses.
Make sense of the findings
We look beyond headline scores to understand patterns across the organisation, changes over time, employee comments and the factors that can help explain what is driving the results.
Decide what happens next
We help you turn the findings into a manageable set of priorities, make a clear case for where action is needed and communicate the results in a way that helps senior leaders and managers decide what to do next.
More than 20 years of employee survey work informs how we design surveys, analyse the findings and help organisations decide what deserves attention.
Our approach draws on organisational psychology and survey research, helping us design questions carefully and interpret findings in the context of how people experience work.
We use appropriate statistical techniques to look beyond headline percentages, assess which differences are meaningful, and identify the patterns and relationships that help explain the results.
You work directly with an experienced survey consultant throughout the project, from deciding what the survey needs to achieve through to interpreting the findings and deciding what happens next.
Employees are more likely to give useful feedback when they trust that their responses will be handled carefully.
We build confidentiality into the survey from the outset, using minimum reporting thresholds, aggregated results and careful handling of comments to reduce the risk of individuals being identified.
We also make the reporting rules clear in advance, so employees and managers understand how responses will be used and where results will and will not be shown.
Over the years, Employee Feedback has supported organisations across a range of sectors with employee surveys, analysis and reporting.
How much does an employee survey cost?
Can we keep questions from our existing employee survey?
Planning an employee survey?
Let’s have a conversation about what you need and how we can support you.
