Employee experience starts long before the first day at work and does not end with contract termination. Each employee journey is a long-term process. It begins with recruitment and onboarding evaluation. Then comes employee satisfaction with everyday work and training quality evaluation. The last part of the process is the exit interview. All of the employee feedback you can collect during this time is priceless. Firstly, it helps to optimize the recruitment process. Secondly, it influences employer branding. And last but not least, it affects remuneration and HR budgets. From this article, you will learn how to collect constructive feedback and measure employee performance at each stage of their work within the organization.

Employee Feedback Surveys. Why Do You Need Them?

In this paragraph, I’ll discuss the benefits of creating a culture of feedback within the organization. No matter if it’s positive or negative, employee feedback is the knowledge you can’t ignore. Why? Because the work of an HR or employer branding specialist resembles the actions of a sapper on the battlefield. A moment of inattention can lead to a catastrophe.

Imagine a situation when your A-players suddenly decide to leave the company. Or an exit interview when you hear for the very first time about unfair earnings policy in the sales department, bad relations with supervisors, or toxic office culture. Is there anything you can do about it? Of course! But first, take a look at those numbers:

Take a look at those numbers:

  • According to the Gallup analysis, 48% of U.S. workers are looking for new job opportunities. However, 52% of departing employees declared that their companies could have prevented them from leaving.
  • Due to a survey conducted by Clutch, more than 30% of Millennials are not happy with their job. What is more, they plan to change it in the upcoming six months. To change their mind, they need instant feedback and a better connection with the organization.
  • As highlighted in the State of the Global Workplace report, just 15% of employees are engaged at work. It costs the global economy about $7 trillion in lost productivity. It might be expensive for your company as well.

Is there a way to avoid it? Sure. Collect employees’ feedback and react.

There is no better cure for such obstacles than listening to the voice of your employees. Online and anonymous employee feedback surveys are great tools for HR processes optimization. They help identify problems and the degree of employee involvement. Moreover, the actions taken based on the survey results have a direct impact on the employer branding image both inside and outside the company.

What Is Employee Journey and How to Measure Its Stages?

In this paragraph, we’ll go through the life cycle of each employee within the company. We’ll name all stages of the employee journey and explain why receiving feedback on every phase of the process is so important.

Let’s compare the career of every employee of your organization to a trip. Each journey has multiple stages. It starts with searching for the best destination, booking a hotel and tickets, and planning the sightseeing or other activities. One small mistake, like an uncomfortable bed in your room or cold food, can change the way you see the whole process. Delivering feedback to a travel agency or the hotel manager could make your holidays great again.

The same applies to the employee’s life cycle. 

Employee journey consists of three main stages. Those are recruitment, work in the company, and termination of cooperation. Each of these stages can bring lots of valuable employee feedback. Why is it so important? Constant measurement of employee satisfaction and commitment throughout the cycle allows to:

  • Take care of relations in the organization
  • Keep the best employees in the company
  • Choose optimal benefits and training programs
  • Optimize the recruitment process
  • Improve the company’s brand in the labor market
  • Increase employees morale and satisfaction

Time to move on from theory to practice. 

Below you’ll find some of the most popular surveys to provide feedback (grab some tips on how to prepare a good online questionnaire) to your organization. Those are the tools to measure each phase of the employee journey.

For every online form, there’s a brief description and the benefits they may bring to your organization. I’ve also attached some ready-made Startquestion (our survey software) templates and blog posts with pieces of advice concerning HR surveys and employee feedback. Enjoy!

Candidate Experience Survey can provide you with important HR data

How to Conduct the Candidate Experience Survey?

In this paragraph, we’ll concentrate on the very first step of the employee journey. We’ll go through the recruitment process survey and the importance of collecting such constructive feedback from (potential) employees.

What is the Candidate Experience Survey?

How an employee or a candidate for a job will perceive our organization begins with the recruitment process. Candidate Experience Survey answers a simple but crucial question: How do candidates evaluate your organization?

Did you know that 83% of candidates change their minds about a company after a negative experience during recruitment? That’s a lot of potential customers or brand promoters to lose. No organization can afford it. 

Candidate Experience Survey measures the first step of the Employee Journey. 

It should be short, simple, anonymous, and sent by email. However, for reliable outcomes, sending the same form to employed and rejected (at various stages of the recruitment) candidates is a must. That’s the only way to provide both positive and negative feedback. 

Values for the Company from the Candidate Experience Survey:

  • Improvement of the recruitment process
  • Enables to collect the first employee feedback
  • Constant monitoring of the recruitment evaluation
  • Instant information about incidents
  • Improvement of the employer’s image

Ready-made Candidate Experience Survey Template
10 Reasons Why You Should Provide Feedback from Candidates
Learn About the Benefits of a Recruitment Survey

A sample question from the Candidate Experience Survey Template

How to Conduct the Onboarding Experience Survey?

In this paragraph, I’ll discuss providing feedback from the onboarding process. This is the first part of the second – and the most important – stage of the employee journey. Therefore, it’s a great opportunity to collect valuable employee feedback.

What is the Onboarding Experience Survey?

Working in a new place starts with onboarding. The quality of the implementation of the employee, the atmosphere in the team, and the willingness of superiors/colleagues to help affect the satisfaction of the new staff member.

Onboarding seems to be quite an easy and fun phase of work, but it’s not. 

According to Wynhurst Group studies, one in five new employees leaves the company during the first 45 days, and half of the newcomers are gone just four months after hiring. Successful onboarding makes employees much more willing to stay in the workplace. It allows companies to save time and money needed to recruit and prepare a selected candidate for work.

Above all, during the onboarding process, new employees need information about the company’s culture such as dress code, holiday procedure, OHS, bonus pay & promotions procedure, working hours, breaks at work, a non-competition clause, or available benefits. 

How to check if they got all the necessary answers and equipment needed for work? Ask them. Send an email with Onboarding Experience Survey for all new people in the office to get very important employee feedback. 

Values for the Company from the Onboarding Experience Survey:

  • Optimizing the onboarding of new employees
  • Faster adaptation & higher employee efficiency
  • Lower costs of the recruitment process
  • Constant monitoring of onboarding

How to measure the Employee Journey? Questions you’d like to ask.
5 Ideas for Improving the HR Processes with Employee Feedback Surveys
Ready to use Onboarding Experience Survey Template

Pulse Check Survey is a tool to monitor employee’s well-being

How to Conduct the Pulse Check Survey?

In this paragraph, we’ll concentrate on a quick online form designed to measure employee performance and satisfaction. The Pulse Check Survey is a very useful tool and is highly ranked by both employees and HR specialists. It’s a great opportunity to collect useful and timely feedback.

What is the Pulse Check Survey?

The coronavirus pandemic has dramatically changed the way many businesses work. A large group of employees was delegated to work remotely overnight. A certain percentage, even after the epidemiological situation has improved, still works outside the office. How to study their well-being and commitment in such difficult times? 

The answer is Pulse Check Survey. It is a proven and more and more popular employee feedback tool for continuous verification of the condition and engagement of the crew. 

For years many companies have conducted employee opinion surveys once a year. However, these questionnaires were long, and filling them was tedious and time-consuming. A more frequent and repetitive Pulse Check Survey is better received by employees. The response rate for this survey is as high as 85%, while the long annual survey typically completes 30-40% of employees. Most importantly, the response rate increases when employee feedback brings significant changes to the organization.

How does Pulse Check Survey work? Once a quarter, an employee receives by email repeated 10-15 questions concerning the following areas: organization, commitment, evaluation, development, and relations. This online form is short, repetitive, and regular. The more often we decide to send it to employees, the less time-consuming it should be to complete it.

Values for the Company from the Pulse Check Survey:

  • Short preparation time (automation of successive waves)
  • Easy and regular access to the employee feedback
  • Quick response to employee problems
  • One of the fastest employee engagement surveys to conduct
  • Monitoring of results over time & observing trends
  • The ability to predict and prevent problematic behavior
  • Constant contact with employees working remotely

Does remote work generate conflicts? Find out how to prevent them
Online voting. An easy way to provide feedback by employees
Get inspired by a ready to use Pulse Check Survey Template

A sample question you can ask to know how your employees are doing

How to Conduct the eNPS Survey (Employee Net Promoter Score)?

In this paragraph, you’ll see how a well-known market research metric called Net Promotor Score can be adjusted for an organization’s need to get very interesting employee feedback.

What is the eNPS Survey?

The Employee Net Promoter Score (eNPS) uses a well-known NPS methodology. However, it doesn’t measure the client’s loyalty but the likelihood of whether your employees will recommend a job in your company to their family or friends. 

In the eNPS questionnaire, respondents answer on a scale from 0 (I will definitely not recommend) to 10 (I will definitely recommend). Based on employees feedback, their scores are divided into three following groups:

  • Critics (0-6)
  • Neutrals (7-8)
  • Promoters (9-10)

To calculate the eNPS indicator for your organization, you have to subtract the percentage of Critics from the percentage of Promoters. The result may vary from -100 to +100. The higher it is, the better the opinion of your employees about the company is. 

Employee Net Promoter Score Survey should be short, anonymous, and cyclical. It may be sent by email as an individual survey or as a part of another online form, e.g., Pulse Check Survey. Remember not to send it too often. Once a quarter is perfect for collecting valuable employee feedback.

Values for the Company from the eNPS Survey:

  • The ability to compare the eNPS index in the industry
  • Quick and regular access to the employee feedback
  • Monitoring changes in the result in the company or its departments
  • The ability to easily monitor trends
  • Showing employees that their opinion is important
  • Verification of employee work satisfaction
  • A high eNPS rate is an asset in a job offer

Take a look at the ready to use eNPS Survey Template
How to perform the valuable employee satisfaction survey
Learn more about NPS methodology evolution

A sample question from the Employee Net Promotor Score Survey Template

How to Conduct the 360 Degree Feedback Survey?

In this paragraph, I’ll briefly discuss a very popular tool for the performance review process, called the 360 Degree Feedback Survey. Within a few minutes, you’ll learn how the Startqustion online forms can make your work with that survey much easier. 

What is the 360 Degree Feedback Survey?

How do employees feel about other team members? How do they rate their supervisor? Do they fulfill their duties as they declare? Is the promotion policy in the company fair, and do we not miss hidden talents in internal recruitment? These are just some of the questions that the 360 Degree Feedback Survey can answer. Plus, it gives you access to unique employee feedback.

The 360 Degree Feedback Survey is a tool for mutual evaluation in an organization. It expresses in degrees, and their number (360, 270, 180) depends on the number of people participating in the research of a specific employee. The principle of operation is as follows. At first, the same questionnaire is sent by email to several people. Then, it is filled in by all of them. Finally, survey results are gathered and analyzed.

How do employees feel about other team members?

There are four parties involved in the 360 Degree Feedback Survey:

  • The employee
  • Their supervisor
  • Employee’s colleagues
  • Their subordinates (or clients)

What is more, it is also possible to conduct a shorter survey (270 or 180 Degree) with fewer parties involved.

In conclusion, due to this tool, we can research organizational values, managerial competencies, and leadership competencies. It also provides great insights into the performance review process and employee engagement. What is more, with the templates offered by Startquestion, you can create a survey for each of the areas listed above and collect productive feedback.

Values for the Company from the 360 Degree Feedback Survey:

  • Discovering talents and hidden competencies within the organization
  • Quick and regular access to the unique employee feedback
  • Development of an objective promotion and raises policies
  • Tool for periodic evaluation and self-evaluation of the employee
  • Creating a culture of feedback and open communication in the organization

Check out the 360 Degree Feedback Survey Template
Why does an employee satisfaction survey is so important?
Learn how to measure the satisfaction of the employees

A sample question from the 360 Degree Feedback Survey Template to measure employee engagement

How to Conduct the Training Evaluation Survey?

In this paragraph, we’ll concentrate on employee feedback concerning the level of training. For many specialists, constant development opportunities are one of the most important benefits an employer can offer. On the other hand, for HR departments, positive and negative feedback relating to the training programs is an important piece of information.

What is the Training Evaluation Survey?

Employee success is your success, right? This is why organizations pay attention to training programs. However, did you know that a negative assessment of training among employees affects the deterioration of the learning process? When the course does not meet the expectations of its participants, the motivation to learn among them drops sharply. Perhaps the employee will learn something during this time, but the company will probably only lose money and time of its biggest asset – people.

How to fix it? By listening to the employee feedback. The Training Evaluation Survey is a simple tool for monitoring the quality of training. It can help to optimize both the employee development process and the training budget of the organization. It is also a part of the employee journey evaluation.

This form is short and anonymous. You can attach it to the email summarizing the training and send it to all participants. Do it immediately after its completion. Do you work in a large organization with plenty of training possibilities for your employees? Collect constructive feedback from people involved in the training once a week.

Values for the Company from the Training Evaluation Survey:

  • Information which courses are worth investing
  • Collecting regular employee feedback about training
  • Objective assessment of the training organizer and trainer
  • Better adaptation of the offered trainings to the needs of employees
  • Employee satisfaction survey with courses in which they participate

Ready to use Training Evaluation Survey Template
Online voting. A quick way to get employee feedback
How to improve team meetings with automated surveys

Exit Interview Survey is an opportunity to get unique employee feedback

How to Conduct the Exit Interview Survey?

In this paragraph, we’ll get familiar with the last phase of the life cycle of an employee within your organization. The exit interview is a one and only opportunity for your former workers to provide feedback they wouldn’t offer in other circumstances.

What is the Exit Interview Survey?

Remember the song by Nelly Furtado that all good things come to an end? The same is true of the employee journey. Try to avoid situations when an employee is leaving before providing feedback about reasons for terminating the contract, relations with colleagues and supervisors. 

Why? Because it’s a unique opportunity to obtain priceless insights hard to receive in any other circumstances. Certainly, it’s a kind of employee feedback you won’t get face to face.

The Exit Interview Survey is a tool for researching the reasons for leaving the company and assessing the organization by departing employees. The survey is confidential, anonymous, and detailed. Send the questionnaire to all ex-employees on email addresses provided in the recruitment process. 

Remember to precede the survey with a short introduction. Explain why honest feedback from former employees is so important for the organization. 

Values for the Company from the Exit Interview Survey:

  • Access to objective and honest employee feedback
  • Constant monitoring of the reasons for leaving the company
  • Probably one and only opportunity to receive constructive negative feedback
  • Ability to react quickly to the reasons for leaving the company
  • Keeping the most valuable people in the organization

Ready to use Exit Interview Survey Template
How to study Employee Satisfaction by Questionnaire
5 Reasons Why You Should Conduct Webinar Assessment

A sample question from the Exit Interview Survey Template

Key Takeaways from the Employee Feedback Surveys

In conclusion, employee feedback is priceless data for every organization. In addition, it’s possible to measure and study employee insights on each stage of their life cycle in the company. Conducting and analyzing the Employee Feedback Surveys results can help HR departments to obtain many high-ranked goals.

Some of them include:

  • Building a strong employer brand
  • Optimizing the recruitment process
  • Improving better relations within the organization
  • Focusing on employee development

All those factors influence the image of your company in the eyes of current and future employees, customers, business partners, and competitors.

Employee Feedback Surveys – Key Takeaways:

  • Develop a culture of feedback in your organization, explain why you do it
  • During feedback conversations praise positive behavior & listen to corrective feedback
  • Highlight the need of positive attitude and communication skills in the group
  • Respect your employees’ time, let the surveys take as much time as necessary
  • Show that employees’ voice matters. If they signal a problem, fix it
  • Remember about the regularity and deadlines for sending specific types of surveys
  • Explain the importance of each survey. Tell how employee feedback may help the organization

What should an effective invitation to a survey look like?
How to encourage people to complete an online survey?
What mistakes to avoid when creating a questionnaire?

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