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Survey best practice: How employee listening can help your organization improve EX post-pandemic

By Andromachie Lella | October 2021

More than 9 in 10 employers have made enhancing the employee experience (EX) a top priority for post-pandemic success.
Employee Experience

It's not surprising that the world has changed in the last 18 months. Some businesses have flourished and others have struggled but all have gone through a lot of change. If you've read the results of our recent Employee Experience study, you'll know that more than 9 in 10 employers have made enhancing the employee experience (EX) a top priority for post-pandemic success.

The data suggests that adapting will take time and require a sharp focus on three key areas:

Work. Eight in 10 organizations (82%) recognize that the new realities of labor markets require a hybrid model for many roles but they're often not ready to enact this.

Wellbeing. Six in 10 organizations (63%) acknowledge the need to prioritize employee wellbeing in order to enhance the EX.

Total Rewards. Over half (54%) report an increased momentum to align Total Rewards programs with the diverse needs of different talent groups.

Knowing what to work on is a great start but the real challenge lies in deciding exactly what to change, for whom and how. Organizations need to balance cost with productivity, company culture and EX – and getting any of these wrong can be disastrous. Luckily, employees are willing to help you make better decisions and pulse surveys are a quick and cost-effective way to test ideas, as well as measure the impact of change post-implementation.

Engage comes with dozens of templates and hundreds of validated questions, which can be used for this purpose, including:

Questions on work location preferences and their impact on productivity:
  • I prefer to continue to work from home and not change to working onsite.
  • To be fully productive, I need more direct face-to-face interaction with colleagues.
  • I have the tools I need to stay in touch with team members who are working remotely.
A Wellbeing Index, as well as questions on programs, their usage and the overall company culture as it relates to wellbeing:
  • I have used the wellbeing resources provided by this organization.
  • I see my personal needs addressed in our wellbeing offerings.
  • Over the past month, I often felt anxious because of work.
Survey templates dedicated to benefits, rewards and careers:
  • This organization's health care and wellness benefit programs meet my needs.
  • This organization does a good job aligning pay to performance.
  • I have a reasonably good idea of my possible career paths in this organization.
A Change Readiness diagnostic measuring communication, impact and understanding:
  • I believe that my business area is being adequately consulted.
  • Leaders understand the impact of change on employees.
  • I understand the risks to the organization of not changing.

Workforce segmentation will be critical when reviewing data for any survey, because different population groups tend to value different things. We also recommend looking beyond the traditional organizational demographics (such as location, level and department) and considering the type of work people do, their home environment and future career aspirations. You can then design an employee experience that is flexible, inclusive and consistent with your values.

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