When it comes to team performance, employee motivation is everything. How your employees feel about their work will make or break their team’s success. So, leaders need to keep their finger on the pulse of employee motivation. And an employee motivation survey helps them do just that.
What is an employee motivation survey? Simply put, it’s a great tool for gauging motivation among your staff. We’ll explain the ins and outs of designing an employee motivation survey. And we’ll share what to avoid in the process!
First though, let’s dive into their purpose in more detail.
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What makes an employee motivation survey such a helpful tool? Other tools like performance management software can help monitor engagement as well. But surveys give you input directly from employees.
Plus, they reveal factors that affect their motivation. Better yet, employees can share the feedback anonymously. This makes them more likely to speak their minds.
But too few companies measure employee engagement regularly. In a survey by Deloitte, 64% of respondents said they measure engagement once a year. And 18% said they don’t measure it at all.
Yet only 4% of leaders surveyed believed they are good at engaging Millennials and other demographics.
Those who don’t pay attention to engagement usually pay the price. But they don’t always realize it.
According to Deloitte, engaged workers are 57% more effective. Plus, they’re 87% less likely to leave their jobs!
Now, let’s look at what to consider when creating employee motivation surveys.
How should you approach an employee motivation survey?
First, define the scope. “Employee engagement surveys measure employees’ commitment, motivation, sense of purpose and passion for their work and organization,” explains the Society for Human Resource Management (SHRM). So, surveys should focus on these topics.
Additionally, consider the main factors that affect employee motivation. Your survey should have those sub-topics. Gallup highlights 5 main factors that affect engagement:
Don’t make your engagement metrics too complicated, Gallup urges. Focus solely on the things that managers can control. Follow up with action based on the data you collect.
Further, look at previous survey questions and results. Ask follow-up questions to probe into issues those surveys reveal.
This will allow you to dig into particular issues in more depth. And employees might view themed surveys as more vital to complete than one general monthly survey. Each will stand out as unique and important.
And, of course, avoid collecting data but not acting on it. Employees will feel demoralized if their input doesn’t lead to real change. Not acting on these surveys can become an “employee relations disaster,” emphasizes SHRM.
As a first step, be accountable by sharing some of the findings. Highlight several main results that you’ll take action on.
Employees may need some guidance on how to approach the survey. How should they go about answering employee motivation survey questions?
First and foremost, stress that you appreciate honesty. Let them know that results will remain anonymous (if that’s the case).
Second, encourage them to go with their instincts when answering questions. If they’re deliberating for too long, they may be second-guessing themselves. If they felt inclined to choose a particular answer, there was probably a reason.
Your employee motivation surveys will help you better understand the employee experience. Track their results over time to spot longer-term trends. Then, you’ll know where you’re improving. This data can help you adapt in real-time to employee concerns. Plus, you’ll have the satisfaction of knowing where you’re succeeding.
And employees will appreciate that you take their feedback seriously and use it to continuously improve.
Employee motivation surveys are a great tool for gauging motivation among your staff! So what questions should you be asking? Download this free template to find out!
Want to see how Primalogik’s software can help you assess employee motivation? Sign up to demo our product!
