Employee Surveys

Common Pitfalls for Employee Surveys

There are some common challenges with employee surveys and pulse surveys that are seen recurring in different organisations. We discuss below the employee survey’s typical pitfalls that you need to know and navigate through.


Do not stumble upon your next employee survey

By Jeanette Köster, about 4 minutes reading

One of the major problems with how employee surveys have traditionally been conducted is that it is a difficult process with slow feedback. It becomes too large and extensive, which takes a lot of time to do, in relation to how the result is handled and what place the finishing work gets. It can also lead to lower response participation or risk that employees towards the end just click through the questions without really taking a stand on the response alternatives. Then there is also no relevant result to decide on. It will be a bad result with the employee survey regarding the implementation.


The large employee survey

An all-too-comprehensive employee survey often takes a lot of time to analyze, which means that it takes a long time before measures can be implemented. When the survey is complete and the results are available, there is not always the energy left to take the next step.

The consequence of this is easy, moreover, if an employee survey is so extensive that it is not possible to quickly and easily present a result and start working with it, it risks being carried out quite infrequently, sometimes as infrequently as every two or three years, but the consequence that it will be difficult to follow up and assess in a transparent way whether efforts lead to improvements. After all, it is the important thing. With employee surveys that are seldom conducted, there are also easy snapshots that can reflect specific temporary events, regardless of whether employees are asked to consider a longer time perspective.


Ask too little on the employee survey?

A close pitfall is the opposite of large, heavy employee surveys, namely surveys that become so small and simple that they only capture the attitude to various events or questions. The problem with this is that sometimes you need to ask about things from slightly different views to capture an experience or to also create an understanding that it is in a certain way.


What does the employee survey measure?

Then we come to the conclusion that it is important to know what is measured, why and what to do with it then. One problem is if it is unclear what you are measuring why. This can both create a low response rate if employees do not see the value of the survey being conducted and how the results are taken care of. It can also create uncertainty for managers if they do not know what support is available if the result needs action.


Employee Survey and the Manager

Another pitfall for employee surveys is that if it is seen as a rating of the manager instead of being a survey of the experience of the work environment or business, it has consequences for leadership. In addition, it then also easily creates stress and anxiety.


Employee survey with statements

In employee surveys, you often see statements that the respondent must take a position on. Statements are a controversial form to use in surveys, as they have a governing tone. Question sets are generally considered to be the best way to ask questions. Questions are a central part of people’s communication. When you get a question, you are expected to answer and it can contribute positively to the experience of participating in employee surveys.

Jeanette Köster, kontakta mig för dialog om verktyg för stödja medarbetarskap.

Contact us to talk about how we can help you develop relevant insights and decision materials for sustainable work situations with employees who thrive and perform.
Jeanette Köster

CEO, Founder


People Analytics Software – Start using good Work Environment tools for your next Employee Survey in 2021

Do not settle for a low response rate in your employee survey and ensure that you measure what is valuable in the right way.

Preactly offers a proven employee tool for creating a sustainable working life. A smart service/app for work environment and lifestyle. Based on extensive research, we have identified 19 crucial work-related factors and as many outside of work, which make us feel good – if we feel that they work. Therefore, Preactly’s tools are largely built on experience-based questions. It captures challenges in the workplace in the psychosocial work environment, provides qualitative measurement values and insights on health-promoting factors such as job satisfaction, well-being in the workplace, and workload, but also takes into account life outside work. The tool captures risks to avoid mental illness in the workplace, by starting from what promotes long-term well-being and employees who want to go to work.

Feel free to read more about our HR tech tool and how we can support your business with work environment tools to achieve good employee engagement and active staff. We strive to prevent and improve the work environment in the workplace. Anonymity is important to us, and answers in our employee survey are anonymous. We also offer heart rate surveys and employee surveys in English and Swedish.

Learn how Preactly measure well-being and “temperature” on your workplace with employee surveys

Read more in articles below that deal with measuring the work environment with tools for employee surveys and pulse surveys; and how to improve the work environment in the workplace. To create a sustainable employeeship and sustainable working life with a high degree of employee engagement and active employeeship. Both municipalities, regions, businesses and other organisations use our health management tool. You will find all articles in our knowledge bank.

Contact us for more tips for a health-promoting work environment and the best employee survey in 2021

With current Work Environment software/tools online and HR tools that have questions with a clear purpose, you can create a happy team. This builds sustainable employees, sustainable organisations and profitable companies.