15 Proven Tips to Improve Survey Response Rates to Over 80%

Graph showing Improve Survey Response Rates

Smart Companies Improve Improve Survey Response Rates
Because employee surveys are only effective when employees respond, smart leaders do what it takes to improve survey response rates. Moreover, you need a high enough Engagement Survey Response Rate in order to collect aggregate, accurate, and actionable data.

What is a Good Survey Response Rate?
Our clients who want to improve survey response rates typically aim for a 95% confidence level of +/- 3%.

It Takes Effort to Improve Survey Response Rates
But getting a high employee engagement survey response rate isn’t always easy—whether your employees are intimidated by the process, don’t believe their individual voices matter, or they’re just plain busy. But that doesn’t mean employers can just sit idly by and hope for the best on their quest for attracting, engaging, developing and retaining top talent.

Fifteen Research-Backed Tips to Improve Survey Response Rates
If you are worried about high survey response rates, you need to do something about it. But what?  By following these research-backed tips our clients have an average employee survey response rate of 84.5 percent.

1.  Create a Survey Team
Put together a cross-functional “Survey Team” made up from a variety of departments and levels. To create survey advocates, have them give input on survey design, survey questions, the survey communication process.

2.  Make It Part of the Routine
If the survey is recurring, survey the same time every year so the survey becomes routine for employees, and they expect it.

3.  Protect Confidentiality
Communicate the importance of confidentiality and stand behind it at all costs.  It is surprising how many leaders want to hunt down individuals for their negative feedback.

4.  Share a Survey FAQ
Distribute an FAQ document to all employees. Download a sample Employee Engagement FAQ sheet here.

5.  Have The CEO Announce It
Send an announcement from CEO before survey launches.

6.  Hold Manager Webinars
Hold frequent manager webinars to provide them with a road map of the process, get their feedback and ask for their assistance.

7.  Hold an All Hands Meeting
Hold a company-wide meeting for all employees to better understand the purpose, the expected outcomes, the rational behind the survey, confidentiality, survey process, and what you will be doing after the survey. Allow for Q&A time.

8.  Be Transparent
Share response rate (and response rate goal) with all regional/division leaders, team leaders, and employees during the survey through intranet or emails. Give your leaders online, real-time access to their team’s response rate.

9.  Set Up Survey Completion Meetings
Encourage managers to have their teams schedule 15 minutes on their calendar to complete the survey.  A simple and very effective approach to increase survey response rates.

10.  Make it Fun
Hold a friendly competition between divisions/departments or reward the departments who reach 100 percent response rate by a certain date.

11.  Focus On the Benefits
Explain what you will do with the data once the survey is complete and how it will help to better attract, developengage, and retain top talent.

12.  Be Grateful
Be appreciative and thank employees for taking the survey after the survey closes.

13.  Be Action Oriented
Hold action-planning sessions with employees.

14.  Create Accountability
Use the survey results as a KPI and make the metrics visible to all employees to increase exposure and accountability.

15.  Get Aligned
Throughout the year, link new company initiatives directly to the survey feedback.

The Bottom Line
It is important to improve survey response rates.  High survey response rates are essential to collecting accurate and actionable employee feedback. Ensure you use a confidential survey platform and real-time response rate report to help increase employee participation on your next survey.

To learn more about how to improve survey response rates and increasing employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More