Online Surveys & Engagement: Vitalize Culture with Feedback

Many companies' "corporate culture" remains at the level of "slogans" and fails to be implemented - the core reason is "not understanding employees' real needs". Online surveys can help you combine "corporate culture" with "employee needs" and drive cultural construction with real-time feedback. At SurveyMars, we help enterprises use online surveys to create a culture where "employees are willing to stay and recommend", increasing employee engagement by 35%.

Real-Time Online Surveys: Capturing "Dynamic Needs"

1. High-frequency short surveys replace "annual long surveys"

Annual surveys cannot capture the "dynamic changes" in employees' needs, while high-frequency short surveys can identify problems in a timely manner:

A company launches "mini-surveys" (with no more than 3 questions) every month, such as "Which process troubled you the most in your work this month?" and "How do you think the team collaboration efficiency is?";

A remote team launches "weekend feedback" every Friday to find out "whether there are unresolved issues this week" and follow up promptly;

A company found through monthly surveys that "the project management software newly launched in Q3 reduced employees' efficiency" and optimized the software functions within 2 weeks to prevent the problem from expanding.

2. Focus on "specific scenarios" to enhance the value of feedback

Avoid "general talk" and design surveys for specific scenarios:

Two weeks after new employees join: "What was the biggest obstacle you encountered when familiarizing yourself with your work content?";

After the completion of a major project: "What was the biggest problem in team collaboration during the project?";

After the adjustment of welfare policies: "Does the new welfare policy meet your needs?";

A company, one month after the implementation of the "flexible work policy", found through a survey that "40% of employees felt that 'flexible work blurs working hours, making it difficult to balance life'". Later, it clarified the "core working hours", and employee satisfaction increased by 40%.

Employee Engagement Surveys: Driving "Cultural Implementation"

Case: Building a "collaborative culture" in an Internet company

1. Background: The company wanted to build an "efficient collaboration" culture, but employees that "cross-departmental communication is difficult";

2. In-depth online survey:

Question 1: "What is the most common problem you encounter in cross-departmental communication? A. Can't find the contact person B. Information synchronization is not timely C. Responsibilities are unclear";

Question 2: "What methods do you hope to use to improve cross-departmental communication? A. Establish shared documents B. Regular cross-departmental meetings C. Designate contact persons";

3. Implementation of improvements:

Establish a "cross-departmental information sharing platform" and clarify the contact person for each project;

Hold a "cross-departmental synchronization meeting" once a week, with the duration controlled within 30 minutes;

4. Effect verification: After 3 months, the employee engagement survey showed that "satisfaction with cross-departmental communication" increased from 30% to 75%, the project delay rate decreased by 40%, and the "efficient collaboration" culture was initially implemented.