Experience Deep Dive Survey
Use the Experience Deep Dive survey to understand how people feel about their experiences at work, including how their efforts are recognised to the day-to-day environment and culture. From this survey, you’ll get a clear view of whether employee experiences are positive – and identify any problem areas to tackle.
When to use this survey
• If you are experiencing high numbers of resignations
• Before entering your next hiring period
• When revising your people strategy
• If you have encountered a low Experience Score in your Organisational Fitness matrix or you are noticing a downward trend in the Experience indicator
How the survey is scored
This Deep Dive survey addresses four criteria of Experience indicator:
- Rewards & Recognition,
- Daily Experience,
- HR Service, and
- Environment
By listening to your employees along these key dimensions, you will understand if people feel they are treated well and rewarded fairly.
Asking 12 questions on a 5-point Likert scale, from strongly agree to strongly disagree, this Deep Dive first finds each survey respondents’ total score. This is based on the proportion of positive answers (‘agree’ and ‘strongly agree’). Accordingly, by combining these scores, the average over all respondents is calculated, deriving the overall Experience score.
This survey also contains four open-text questions, to understand and add context to the scores and support your findings.
Introductory Text
In this survey, we’ll ask you about 4 core areas of experience - from how fair rewards and recognition are, to whether the working environment fits your needs. This will help us understand the working experience within {our organisation} and guide our next steps - with the aim of making {our organisation} a better place to work.
Rewards & Recognition
The Rewards & Recognition dimension of Experience explores if your employees are satisfied with rewards and recognition, and if they feel that they are fair and proportionate with the contributions of each person. The metric is also measure if benefits adequately meet individual employee needs.
The Rewards & Recognition dimension is made up of the indicators: Recognised, Fair Rewards, Holistic Benefits and an open-text question.
| Indicator | Question | Rationale |
|---|---|---|
| Recognised | If I do great work, I know that it will be recognised. | Do employees go the extra mile because they feel motivated by the likely recognition they will achieve. |
| Fair Rewards | I am paid fairly for the work I do. | Employees experience the rewards they receive as fair. |
| Holistic Benefits | I am offered benefits over and above my pay that meet my needs. | Employees experience the benefits that they receive as meeting their expectations. |
| Open Text | How could we make our benefits and rewards systems fairer? | Asked in order to gather top of mind information on how the rewards and benefits could be made fairer to employees. |
Daily Experience
The Daily Experience dimension informs you if your organisation is a place where you can make friends and generally have a positive experience.
The Daily Experience dimension is made up of the indicators: Friendships, Solutions, Positivity and an open-text question.
| Indicator | Question | Rationale |
|---|---|---|
| Friendships | My workplace is a place where I can build friendships. | If people have a friend at work, they are generally shown to consider leaving the organisation at a much lower rate. |
| Solutions | When things go wrong, we first look to find solutions rather than blaming each other. | The organisation looks for solutions to problems before seeking to blame individuals. Employees feel psychologically safe whilst being held accountable. |
| Positivity | When I am having a bad day, people at {our organisation} help me feel better. | The environment is one of comradery and support for one another’s well-being. |
| Open Text | How would you describe the general atmosphere among your team/colleagues? | Asked in order to gather top of mind thoughts on how employees experience the general atmosphere at work. |
HR Services
The HR Services dimension helps determine how your employees feel about your HR department, and whether it’s effective and efficient. HR should be trusted to resolve issues, and support your career development.
The HR Services dimension is made up of the indicators: Admin, Immediate Effects, Long-Term Needs and an open-text question.
| Indicator | Question | Rationale |
|---|---|---|
| Admin | Whenever I speak with HR or use one of their tools/processes, I find it straightforward, effective and easy to get help. | The organisation has efficient and effective HR administration tools and processes that support employees in an efficient and effective way. |
| Immediate Effects | HR have resolved any issues I have raised in a timely and effective manner. | People find HR in the organisation an effective resource for resolving their immediate issues. |
| Long-Term Needs | HR help support my long term professional development. | People in the organisation get the help that they need from HR in order to develop professionally in their role. |
| Open Text | Think of the last time you had to talk to HR or use one of their systems. What was your experience and how could it be improved? | Asked in order to gather top of mind improvement ideas for the HR function. |
Environment
The Environment dimension helps you understand how your work environment fit everyone’s needs. Do your employees feel they can work effectively in the space provided, and the atmosphere we’ve created?
The Environment dimension is made up of the indicators: Supports Physical Well-Being, Performance, Work-space Design, and an open-text question.
| Indicator | Question | Rationale |
|---|---|---|
| Supports Physical Well-Being | {Our organisation} makes sure (to the best of their ability) that my physical workplace supports my well-being. | The organisation makes an attempt to ensure that the physical workspace supports employee well-being as far as is possible. |
| Performance | My place of work is designed, where possible, to support me to do my best work every day. | The organisation is thoughtful about design of workspaces and seeks to support employee performance through these means. |
| Work-space Design | My working area has spaces for me to focus on my own and to talk to others when needed. | The organisation provides both spaces for focused solitary work as well as spaces that can be used for collaborative working. |
| Open Text | How could the physical workspace in which you work be improved? | Asked in order to gather top of mind thoughts on how the physical environment could be improved for employees. |