Survey Questions

for the Employee

Experience
The modern Employee Experience should be designed
holistically rather than a collection of individual parts.

From an employee’s perspective, the pieces of their

individual experience interlock, act, and react with one
another, just as the different pieces of their own lives do.

In the past, HR has treated each of the components of employment – recruitment,

onboarding, engagement, exit, and others – as separate entities with distinct
managers, platforms, and metrics. Going forward, however, it’s in an organization’s best
interest to view this as their employees do – as integrated pieces of a larger puzzle, the
Primary Employee Experience.

The modern Employee Experience should be designed holistically rather than a

collection of individual parts.

From an employee’s perspective, the pieces of their individual experience interlock,

act, and react with one another, just as the different pieces of their own lives do.

For example, the recruiting process can affect how well onboarding goes. Onboarding
will then affect how well the next year of employment goes, which can affect whether
or not a person decides to stay or find a new job. And so on…

Today’s workforce expects an Employee Experience that takes all of these different
pieces into account to address the whole rather than each part. But in order to
understand how well your organization is meeting these expectations, organizations
must effectively collect and analyze employee feedback for each touchpoint of the
entire Employee Experience.

This is why we’ve provided a set of example questions below that organizations can
ask for each of these touchpoints. These questions will jumpstart your efforts in better
understanding the Employee Experience as a whole, including what you are doing well
and what you can improve.

Good luck!
THE PRIMARY
EMPLOYEE EXPERIENCE

RECRUITING / CANDIDATURE STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

The career website was very appealing.

The application for was easy to fill out

The recruitment and selection process was

professionally conducted.

I was provided accurate information about

[COMPANY NAME] during the recruitment process.

The recruiter took time to listen to my questions

The recruiter answered all of my questions

The recruiter was clear about the next steps

How long did your recruitment process take from your first application/contact?

Overall, how did you like the recruiting process at [COMPANY NAME]? Why?
THE PRIMARY
EMPLOYEE EXPERIENCE

How likely are you to apply to [COMPANY NAME]’s open position again? Why?

ONBOARDING / NEW HIRES STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

I have established good relations with the key

people relative to my role.

My welcome/induction program was thorough and effective.

I have had good training on all necessary software and systems.

I have a good idea about what is expected of me in my role.

I have a good idea about what I can do to

have a successful career here.

I have a good idea about what is expected of

me in my probation period.

I feel I have been given appropriate time to learn what I need to.

I have a good idea about what I still need to learn to

do my job well.
THE PRIMARY
EMPLOYEE EXPERIENCE

I have had good training on the processes applicable to my role.

What are the three things you have most enjoyed so far working at [COMPANY NAME]?

ENGAGEMENT STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

[COMPANY NAME] motivates me to go beyond

what I would in a similar role elsewhere.

I am proud to work for [COMPANY NAME].

I feel I make a difference here.

I see myself still working at [COMPANY NAME] in two years’ time.

I would recommend [COMPANY NAME] to a friend as a

great place to work.

My work here has special meaning: this is not ‘just a job.’

People here are willing to give extra to get the job done.
THE PRIMARY
EMPLOYEE EXPERIENCE

How happy are you at work these days?

What is one thing we can do to make you more likely to recommend

[COMPANY NAME] as a place of work?

What’s one thing [COMPANY NAME] can do that would allow you to perform better?

EXIT

Is there something we could have done to keep you with [COMPANY NAME]?

Is there anything you would like to elaborate on from your exit survey?
THE PRIMARY
EMPLOYEE EXPERIENCE

Please indicate the 3 main reasons you joined [COMPANY NAME]:

Please indicate the 3 main reasons you are leaving [COMPANY NAME]:

STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

I knew what I needed to do to be successful in my role.

The leaders at [COMPANY NAME] communicated a

vision that motivated me.

Most of the systems and processes here supported me

getting my work done effectively.

My manager (or someone in management) showed a

genuine interest in my career aspirations.

I believe there would have been good career

opportunities for me at [COMPANY NAME].

What excites you about your new role?

THE PRIMARY
EMPLOYEE EXPERIENCE

ALUMNI STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

Was your exit process smooth?

Was your full and final settlement done on time?

Would you recommend a job with [Company Name] to Others?

Would you be willing to continue your relationship

with us and join the alumni network?

Do you find your new role exciting?

Would you consider working for [Company Name] again?

What was your best experience working with us?

What can we improve on?

Was there anything that we could have done to keep you with us?
SECONDARY
EMPLOYEE EXPERIENCE

What did your new company offer that encouraged you to accept its offer and leave this company?

How different is the work environment in your new company from [COMPANY NAME]?

TRAINING / DEVELOPMENT STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

[COMPANY NAME] is a great company for me to make a

contribution to my development.

I am given opportunities to develop skills relevant to my interests.

I believe there are good career opportunities for

me at [COMPANY NAME].

I have access to the learning and development I need

to do my job well.

My manager (or someone in management) has shown

a genuine interest in my career aspirations.

[COMPANY NAME] was a great organization for me

to make a contribution to my development.

I had access to the learning and development I

needed to do my job well.
SECONDARY
EMPLOYEE EXPERIENCE

COMPENSATION AND BENEFITS STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

I believe my total compensation is fair, relative to similar

roles at other companies.

I believe my total compensation is fair, relative to the local market.

I am satisfied with my compensation.

I believe my benefits package is fair, relative to similar

roles at other companies.

I am satisfied with my benefits package.

Don’t let too much time pass after your team completes a survey! It’s important to analyze results and
implement any needed changes as quickly as possible.

As you implement these reactive action plans, be sure to track how these changes affect the overall
employee experience so you can determine where you’re being successful and where you still need
improvement.

The Hyphen team is available if you need additional help around creating, delivering, or analyzing
the results of your employee surveys. In addition to surveys, the Hyphen solution empowers HR &
management to provide quick pulse-polls as well as open-ended, bottom-up employee feedback.
Hyphen can then analyze employee feedback data both from a quantitative & qualitative standpoint
using modern technologies which reveal sentiments, driver analytics, and more.

To explore Hyphen, reach out to sales@gethyphen.com