Like anything else these days, surveys can be personalized. One of the reasons the Financial Times’ survey on their newsletters did so well last year—78,000 responses—was that they “tried to match readers’ motivations for subscribing with the content and form of the newsletter.” Organizations surveying their own employees has also grown in popularity, with success there perhaps relying on employees seeing actions resulting from them.
“We survey our staff every year, and we take it very seriously,” said Dan Fink, managing director of Money-Media, a Financial Times company, and one of the winners of our IMPACT Awards last year. “We have a very specific process that we use, so that we get a very high response rate and then take specific actions. It was feedback from this staff survey six years ago that originally prompted our action on DEI. That’s the reason we are ahead of the curve. Being a company that responds to the priorities of its staff also supports a strong culture.”
In the just-released Qualtrics’ 2023 State of HR Report, I read this: “Our research shows organizations are surveying employees with increased frequency. Over half (57%) of the HR leaders surveyed reported they’re running employee feedback programs every quarter at a minimum.”
Fink went on. “The feedback we got on those surveys was eye-opening to me. I was probably a little too idealistic in my mind and just believed the world was maybe functioning better than it was… When I started looking at what steps we could take as an organization, I found that there were really a lot of tools we could use to improve our diversity. And I became a champion of it myself. But it was my staff and the feedback that I got on those original surveys that prompted me to recognize that this was a bigger issue than I had understood it to be.”
The report warns, however, that not every organization pays as much attention to feedback as Money-Media has. “While this signals progress, organizations must also work to understand and establish the right cadence of listening for their unique cultures, history, and readiness; one that will influence and change the behaviors of its leaders—for the better. Ultimately, with more frequent employee feedback in hand, leaders can make more strategic, agile, and data-driven decisions.”
Here are six tips for creating a better survey. The first three come from an article in Inbox Collective discussing the survey that the FT sent to its newsletter readers:
Make at least part of it (preferably the first part) easy to fill out. When the Financial Times embarked on a newsletter survey last year, they “created a one-click feedback mechanism that was actually embedded into the bottom of the newsletter, providing an opportunity for our readers to give feedback at the point where they finished reading,” wrote the FT’s Sarah Ebner, executive editor and head of newsletters, and Michael Hoole, research manager.
Add an incentive. The FT entered those who completed the whole survey into a monthly prize draw to win $100 of book vouchers. “It turns out that FT readers love books! In order to be entered into the prize draw, respondents had to fill out the whole survey (which opens in a separate tab), but we’ve found they’re happy to do so for the chance to win a prize.”
Leave a place for verbatim comments—towards the end of the survey. These can often be the most helpful parts of survey responses. “Not only did we get some brilliant (and very amusing) comments along the lines of ‘X writer is a genius, give him a pay rise,’” wrote Ebner and Hoole, “but we have also had useful remarks suggesting that: ‘Certain parts of a newsletter are confusing. The email is too long or too short. Some readers would prefer more insight and fewer links. Promoting Premium content in Standard newsletters is extremely frustrating for readers who can’t access this exclusive content.’ From this feedback, we’ve been able to make several changes to improve our newsletters for all readers.”
Ask for member/subscriber/employee input. They will have a good sense of the issues that might be front of mind. “Involving members will help them feel engaged as volunteers, and if they’re invested in the data, they may be more likely to share the survey with their partners who aren’t members to get more participants,” writes Kristin Richeimer, president and owner of e7m International Consulting, in Associations Now last week.
Build off of previous questions. “Logic-based questions can also be useful to include in these surveys since they allow [organizations] to dig into certain areas to learn more about non[subscribers and non]members,” Richeimer writes. “An example of a logic-based question could be: ‘You indicated that you have never considered joining the organization. Please rank which of the following reasons apply.’”
Ask for future participation. “About 9% of survey respondents have indicated that they would be happy to answer further questions from the FT,” Ebner and Hoole wrote. “We have already used some of these extremely engaged participants for feedback on a newsletter redesign—we’ve found that it’s helpful to have readers who can act as a sounding board for new ideas.”