Communicating with your staff at every stage is the best way to encourage them to participate in surveys. Make sure you :
- thank them for their participation. You can send a global thank you message on your intranet or thank the teams in person during a meeting. You can also respond to employees' comments and show them that you are taking their feedback into account: React to employees' comments.
- share the results. When sharing the results, directly propose an idea for action or open the discussion on a few key topics. See our tips for presenting the results in this article: Share the results to your team.
- Open up the discussion with a dedicated sharing time. Employees will be more likely to participate in surveys if they understand how their responses are analyzed and used. Allow them to bounce back and forth on the issues raised and expand on their feedback with our discussion guide.
This shows your staff that their opinions have been heard and they will be more likely to share again in future surveys.
Actions as a reward
Actions are a good incentive to complete surveys. They represent the steps taken to improve business life through survey feedback.
So show your staff that they can influence the company's life through their feedback by :
- adding actions to Supermood and sharing them (Adding actions) ;
- highlighting the actions taken (photos, celebrations);
- asking them in meetings how their feelings have changed following the latest actions;
- announcing the next steps planned to act on the problematic issues.
Announcing the next survey
Once you are in a continuous feedback process, keep your staff informed throughout the process. You can inform them about the information related to the next survey: the topic and the dates of the survey. This will allow staff to schedule a time to respond.
To optimize the participation rate of the next survey, there is nothing better than a debriefing on the past survey.
Activation rate and participation rates
You can compare the participation rate of the last survey with the activation rate of the last 3 months. The participation rate is the percentage of respondents who completed at least one survey or SuperLike during the selected period.
This comparison allows you to distinguish whether the lack of participation is due to a problem of adherence to the continuous feedback process or whether it is simply a problem with the last survey.
If you see a low activation rate, this indicates that the continuous feedback approach is not fully embraced by your staff. Ask your Account Manager for advice on how to boost the activation!
If you see an activation rate that is much higher than the participation rate in the last survey, this may indicate that employees have had difficulty responding to that particular survey. If this is the case, you can ask the respondents directly for their opinions to improve the next survey.
Feedback from participants
You can ask local managers to collect some feedback on the last survey.
Here are some questions they could ask:
- Was the communication around the survey effective? What improvements can we make?
- Was the survey open for a long enough period?
- Was it quick and easy to complete?
- Were the topics covered relevant?
- What topics would you like to talk about in the future?