직원 설문조사
정의
Employee survey platforms enabling organizations to measure engagement, satisfaction, and sentiment through annual surveys, pulse surveys, lifecycle surveys, and ad-hoc feedback collection with analytics, benchmarking, and action planning capabilities.
수익 모델
Annual subscriptions of $3-8 per employee for unlimited surveys, or per-survey pricing of $500-5,000 depending on participant count. Enterprise packages include custom questions, advanced analytics, and consulting services.
핵심 성과 지표
주요 플레이어
Culture Amp, Qualtrics, Glint, Peakon, 워크인사이트
자주 묻는 질문
What types of employee surveys should organizations conduct?
Key survey types include annual engagement surveys (comprehensive), pulse surveys (frequent quick checks), onboarding surveys (new hire experience), exit surveys (departure reasons), lifecycle surveys (promotion/milestone), and ad-hoc surveys (specific topics or events).
How often should pulse surveys be sent?
Pulse surveys work best when sent monthly or bi-weekly with 5-10 questions taking 2-3 minutes to complete. More frequent surveys risk fatigue, while less frequent surveys miss timely insights. The key is balancing frequency with meaningful action on results.
What is eNPS and how is it calculated?
eNPS (Employee Net Promoter Score) measures employee loyalty by asking "How likely are you to recommend our company as a place to work?" on a 0-10 scale. Score = % Promoters (9-10) minus % Detractors (0-6). Scores above 30 are good, above 50 are excellent.
How do you ensure anonymous survey responses?
Ensure anonymity by using third-party platforms, requiring minimum group sizes (typically 5+) for reporting, removing demographic combinations that could identify individuals, communicating confidentiality clearly, and never asking for identifying information in open-ended responses.
What's a good survey response rate and how to improve it?
Good response rates are 70%+ for annual surveys and 60%+ for pulse surveys. Improve rates through executive sponsorship, explaining the purpose and impact, keeping surveys short, allowing anonymous responses, sharing previous results and actions, and sending reminder communications.
How do you turn survey results into action?
Effective action requires sharing results transparently, having managers create team-specific action plans, prioritizing 1-2 focus areas rather than fixing everything, involving employees in solution design, tracking progress publicly, and closing the feedback loop by communicating changes made.
What are best practices for survey question design?
Best practices include using simple, clear language; avoiding leading or double-barreled questions; mixing rating scales with open-ended questions; limiting survey length to 10-20 minutes; using validated question banks; and pre-testing with a small group before full rollout.