'Pay & Benefits, Workspace & Wellbeing' Template
Pay & Benefits, Workspace, and Wellbeing may have once been seen as tick box solutions but they have all now become a focus for a lot of employees directly impacting how engaged they are with their company. Now that you’ve identified the core area of focus to be on Pay & Benefits, Workspace, and Wellbeing, this survey template includes questions which provide deep insight into how employees experience the Pay & Benefits, Workspace, and Wellbeing of the company to help give you direction on where to focus future investments to improve in this area.
Customizing your survey
With all of our templates, we’ve designed them to give you clarity around specific areas of employee engagement. Having said that, we also respect that you might want to change things up a bit, which is fine. This survey template has been designed to give you clarity on what people think and feel about the Pay & Benefits, Workspace, and Wellbeing of the company but you may want to drill into one of these areas in more detail and add further questions to the template. That’s fine, just be sure to use questions which will lead to insight and help drive action. Every question should have a purpose and be clearly written to avoid any confusion.
Food for thought
- This survey template focuses on asking employees about their views on the wider company culture and observations outside of their own personal experience. The questions are worded in such a way that employees are describing what they see around them and how they believe ‘things get done around here’.
- Surveying on the wider culture is quite different to asking about personal engagement which is more focused on the employee’s feelings specific to them rather than what they observe around them. The wider views someone has based on what they observe are less likely to change from day to day. Employee engagement, from personal experience, however, is likely to fluctuate depending on what’s happening at your company and how it directly impacts individual employees.
- If you’re more interested in shifting the culture and experiences employees have, use this template. If you’re more interested in how your employees are feeling based on their personal experience, use the ‘Mission, Purpose and Values - Personal Experience’ survey template.
- When setting up your survey, you can choose to make the survey anonymous or open. The benefit of anonymized data is people can feel more comfortable sharing their honest opinion and it’s probable that you’ll see higher take up. However, it means we’re only able to provide you with overall data which is not personally identifiable. If you want anonymity but also want to identify trends in certain groups, we suggest sending the survey as ‘Anonymous’ but adding in relevant questions about location, department etc to the template to get a more detailed breakdown around the results. It is best to add these questions as a drop down list and to make the questions optional as an identifiable group with less than 4 members cannot be classed as anonymous. Keep in mind – if you ask too many identifying questions, you might make it possible to identify individuals. Only ask the questions you really need to!
What to do with the results?
As a stakeholder team, the insight gained from the survey is great to review together and identify any patterns to build on. On an individual level, the results are extremely powerful for an employee to work through themselves. By tasking employees to consider their responses and identify how they can individually approach increasing their agreement with each of the statements, managers will be able to go a lot deeper with them in their 1:1s. In this way, the manager can leverage the team data as an individual engagement tool also. For example, in relation to question 10, the manager might ask their employees, “What does being safe at work mean to you?” or “What behaviors make you feel threatened at work?” or “What can you do to ensure the environment you build around yourself promotes safety?”.