استبيانات الموظفين: أنواعها وكيفية استخدامها بفعالية

A single employee survey can drive significant business impact. SAP, a global software giant, proved this when a simple survey led to a 1% improvement in its Business Health Culture Index (BHCI), resulting in an operating profit boost of €90-100 million. 

By consistently measuring employee sentiment, SAP linked engagement levels to business performance, proving that a well-executed survey goes beyond just collecting feedback—it shapes company culture, improves retention, and drives growth.

When done right, employee surveys provide invaluable insights into workforce satisfaction, productivity, and areas needing improvement. They help organizations make data-backed decisions, ensuring employees feel heard and valued. However, crafting an effective survey requires careful planning—choosing the right types of employee surveys, structuring questions correctly, and acting on the results.

In this blog, we’ll break down everything you need to know about employee surveys—from the different types and best practices to what to avoid—so you can harness the full potential of employee feedback and build a thriving workplace.

What is an employee survey?

An employee survey is a tool containing a questionnaire. It is designed to gather feedback from employees about their work experience. Organizations essentially use it to gauge employee sentiment on various aspects of the workplace. With a properly documented employee survey, an organization can record.

• Increased employee retention
• Improvement in decision-making
• Boosted morale among employees
• Improved employee engagement
• Identification of areas for improvement
• Early detection of problems

The importance of employee surveys reflects the company culture. The impact of employee surveys extends even further. This connection between employee satisfaction and financial success is no coincidence.

Let's delve deeper into the quantifiable benefits of implementing an employee survey program. 

The numbers are enough to showcase the significance of implementing an employee survey program. By harnessing the collective voice of your workforce, you can unlock a wealth of insights that propel your company toward greater success. However, to introduce the survey into the organizational structure, you must know the type to gauge the right information. 

The benefits of employee surveys: Why should you conduct them?

Employee surveys play a vital role in achieving this goal by providing a wealth of data-driven insights that can be leveraged to improve various aspects of the employee experience. 

Let's explore the key benefits of conducting employee surveys regularly: 

1. Improved decision-making

One of the most significant advantages of employee surveys is their ability to inform strategic HR decisions. Surveys provide a direct line to employee sentiment, uncovering areas of satisfaction and dissatisfaction. 

This data allows HR professionals and leadership teams to make evidence-based decisions regarding compensation and benefits packages, training and development programs, and performance management practices.  

For example, survey results might reveal a strong desire for professional development opportunities.  HR can then implement targeted programs to address this need, ultimately enhancing employee skills and satisfaction. 

2. زيادة المشاركة

Employee engagement is a critical metric for organizational success. Engaged employees are more motivated, productive, and loyal. Employee surveys foster engagement by demonstrating that management values employee input and is actively seeking ways to improve the workplace. 

When employees feel their voices are heard and valued, they are more likely to feel connected to their work and invested in the organization's success. 89% HR leaders agree that ongoing peer feedback and check-ins are key for successful outcomes. 

3. Reduced turnover

The cost of employee turnover can be significant, impacting productivity, morale, and the bottom line. Employee surveys act as an early warning system, identifying potential issues that could lead to dissatisfaction and ultimately, employee churn.  For instance, survey results might indicate low morale due to a lack of work-life balance.    

4. Enhanced communication

Employee surveys open a two-way communication channel between employees and management. The act of soliciting feedback demonstrates a commitment to transparency and a willingness to listen.

By responding to survey results and implementing changes based on employee input, leadership builds trust and strengthens communication channels. This ongoing dialogue fosters a more collaborative work environment where employees feel empowered to share ideas and contribute to the organization's success. 

5. Employer branding

Having a strong employer brand is essential for attracting and retaining top talent. Positive employee survey results can be a valuable asset in employer branding efforts. 

Sharing survey findings that showcase employee satisfaction with company culture, work-life balance, or professional development opportunities can position your organization as an attractive workplace for potential hires. This strategy can give you a competitive edge in the recruitment process.

Different types of employee surveys

Employee surveys are valuable tools for organizations to understand their workforce's perspectives and improve the overall work environment.

There are various types of surveys, each focusing on specific aspects of the employee experience. Here's a breakdown of three common types: 

1. استبيانات مشاركة الموظفين 

Employee engagement refers to an employee's level of emotional commitment and connection to their work and organization. Engaged employees are highly motivated, productive, and loyal. 

Several factors contribute to employee engagement, including: 

• Meaningful work: Employees feel their work has a purpose and contributes to the organization's success. 
• فرص النمو: يتاح للموظفين إمكانية الوصول إلى برامج التدريب والتطوير التي تساعدهم على تطوير مهاراتهم وحياتهم المهنية. 
• التقدير والمكافآت: يشعر الموظفون بالتقدير لمساهماتهم ويكافأون على إنجازاتهم. 
• بيئة عمل داعمة: يشعر الموظفون بالتقدير والاحترام من قبل زملائهم ومديريهم، ولديهم الموارد التي يحتاجونها لتحقيق النجاح. 

Employee engagement surveys are ideal for: 

• تحديد الموظفين المنخرطين وغير المنخرطين: يمكن أن تساعدك نتائج الاستبيان على تقسيم القوى العاملة لديك إلى مجموعات منخرطة وغير منخرطة ومجموعات محايدة. يسمح لك ذلك بتركيز جهودك على إعادة إشراك الموظفين غير المنخرطين وزيادة تحفيز الموظفين المنخرطين بالفعل. 
• قياس التقدم المحرز في مبادرات المشاركة: يساعدك إجراء استبيانات المشاركة بانتظام على تتبع التقدم الذي تحرزه مع مرور الوقت وتقييم فعالية مبادرات المشاركة الخاصة بك. 

Sample questions for an employee survey that help you gauge their engagement: 

• هل تشعر بالتقدير في العمل؟ 
• ما مدى تكرار تقدير مديرك لجهودك؟ 
• هل لديك إمكانية وصول كافية لأدوات التعلم والتطوير؟ 
• هل تعتقد أن الإدارة توفر لك ما يكفي من 
• الاستقلالية للعمل بشكل مستقل؟ 

2. استطلاعات النبض  

Pulse surveys are short, frequent surveys designed to gather real-time feedback on specific topics. 

توفر استطلاعات النبض العديد من المزايا: 

• حسن التوقيت: تتيح لك جمع الملاحظات بسرعة ومعالجة المشكلات قبل أن تتفاقم. 
• رؤى قابلة للتنفيذ: توفر الطبيعة المركزة لاستطلاعات النبضات رؤى مستهدفة يمكن أن تؤدي إلى اتخاذ إجراءات فورية. 
• زيادة المشاركة: نظرًا لقصرها، عادةً ما تتمتع الاستطلاعات النبضية بمعدلات مشاركة أعلى مقارنةً بالاستطلاعات الأطول. 

تُعد استطلاعات النبض مثالية لـ 

• قياس آراء الموظفين حول مبادرات محددة: بعد إطلاق برنامج أو سياسة جديدة، يمكن لاستطلاع رأي الموظفين تقييم رد فعل الموظفين وتحديد مجالات التحسين. 
• قياس مشاركة الموظفين خلال فترات التغيير: أثناء عمليات الاندماج أو الاستحواذ أو إعادة الهيكلة التنظيمية، يمكن أن تساعدك استطلاعات الرأي على تتبع مشاعر الموظفين ومعالجة أي مخاوف تنشأ. 

Sample employee pulse survey questions include: 

• على مقياس من 1-5، ما مدى رضاك عن نشاط بناء الفريق الأخير؟ 
• هل تشعر أن لديك الموارد والدعم اللازمين للانتقال بنجاح إلى سير العمل الجديد؟ 
• ما مدى ثقتك في اتجاه الشركة بعد التغييرات الأخيرة في القيادة؟ 

3. استقصاءات رضا الموظفين 

Employee satisfaction refers to an employee's overall contentment with their job and workplace. Satisfied employees are more likely to be happy, productive, and have lower absenteeism rates. 

يمكن أن يؤدي انخفاض رضا الموظفين إلى انخفاض الروح المعنوية وانخفاض الحافز وارتفاع معدل دوران الموظفين. من خلال فهم ما يرضى عنه الموظفون وما لا يرضون عنه، يمكن للمؤسسات معالجة مجالات الاهتمام وتحسين الروح المعنوية بشكل عام. 

Employee satisfaction surveys are ideal for: 

• Measuring satisfaction with compensation and benefits: The survey can reveal employee sentiment regarding salary, benefits packages, and overall compensation competitiveness. 
• تقييم التوازن بين العمل والحياة الشخصية: يساعد جمع الملاحظات حول عبء العمل والمرونة والتوازن بين العمل والحياة الشخصية على تحديد المجالات المحتملة للتحسين. 
• تقييم ثقافة الشركة: يمكن للموظفين التعبير عن آرائهم حول ثقافة الشركة وأسلوب القيادة وقنوات التواصل. 

Sample employee satisfaction survey questions: 

• هل تعجبك ثقافة الشركة؟ 
• هل تشعر بالتواصل مع زملائك؟ 
• هل تشعر بأننا منظمة ديناميكية؟ 
• هل يتم تقييم ملاحظاتك هنا؟ 
• ما هو المصدر الرئيسي لأخبار الشركة بالنسبة لك؟ 
• هل تشعر أن الإدارة تتسم بالشفافية؟ 
• هل توزيع العمل عادل في فريقك؟ 

4. Exit survey 

Exit interviews are conducted with departing employees to understand their reasons for leaving and gather valuable feedback on their overall experience at the organization. 

تقدم مقابلات انتهاء الخدمة رؤى مهمة يمكن أن تساعد المؤسسات على تحديد مجالات التحسين ومعالجة المشكلات التي قد تؤدي إلى تسرب الموظفين. 

إجراء مقابلات انتهاء الخدمة مع جميع الموظفين المغادرين، بغض النظر عن سبب مغادرتهم.

Sample questions (open-ended to encourage honest feedback): 

• ما الذي دفعك للبدء في البحث عن وظيفة أخرى؟ 
• ما هي التغييرات في مؤسستنا التي ستجذبك للعودة إلى هذه الشركة؟ 
• هل تم الاعتراف بجهودك ومساهماتك بالكامل هنا؟ 
• ما هي الأشياء التي تعجبك في هذه المنظمة؟ 
• ما الذي يمكن للمنظمة تحسينه؟ 

5. Culture or diversity, equity & inclusion (DEI) survey 

These surveys assess employee perceptions of your company's work environment, values, and inclusivity. They help identify areas where your company culture can be strengthened to foster a sense of belonging for all employees. It assesses the organization's workplace culture and its commitment to diversity, equity, and inclusion. 

• Focus: Questions might address employee perceptions of respect, fairness, opportunities for advancement, and a sense of belonging for all employees. 
• Benefits: Helps identify areas where the company culture can be strengthened to foster a more inclusive and positive work environment.

Sample culture or diversity, equity & inclusion (DEI) survey questions: 

• Do you feel a sense of belonging within your team and organization?
• Do you believe your company provides equal opportunities for career advancement?
• Have you ever witnessed or experienced workplace discrimination?
• How confident are you that leadership prioritizes diversity and inclusion?
• Do you feel comfortable expressing your opinions without fear of bias?

6. Training surveys 

Training surveys assess the effectiveness of training programs and employee learning experiences.

توفر استبيانات التدريب رؤى قيّمة حول ما إذا كانت برامج التدريب تحقق أهدافها وتزود الموظفين بالمعرفة والمهارات التي يحتاجونها لتحقيق النجاح.

الاستطلاعات التدريبية مثالية لـ 

• قياس نتائج التعلّم: تقييم ما إذا كانت برامج التدريب تساعد الموظفين على اكتساب المعرفة والمهارات المطلوبة. 
• Gauging participant satisfaction: Assess employee satisfaction with the training program's content, delivery method, and overall effectiveness. 
• تحديد مجالات التحسين: جمع الملاحظات حول كيفية تحسين برامج التدريب المستقبلية وتعزيزها. 

Sample employee training survey questions: 

• هل يلبي محتوى التدريب توقعاتك؟ 
• هل كان المدرب قادراً على الإجابة عن سؤالك بفعالية؟ 
• ما هو تقييمك لمحتوى التدريب وأهميته؟ 
• ما هو تقييمك للمدرب؟ 
• ما عدد المرات التي يجب أن نجري فيها هذه الدورات التدريبية؟ 

7. 360-degree survey 

360-degree feedback surveys provide a comprehensive evaluation of an employee's performance by gathering feedback from multiple sources, including peers, managers, subordinates, and sometimes even clients or customers. 

تقدم التغذية الراجعة بزاوية 360 درجة منظورًا شاملًا لنقاط القوة والضعف لدى الموظف، مما يوفر رؤى قيمة للتطوير. 

 تُعد استبيانات التغذية الراجعة 360 درجة مثالية لـ 

• تقييم الأداء: عند دمجها مع التقييم الذاتي وملاحظات المدير، توفر استطلاعات الرأي 360 درجة رؤية شاملة لأداء الموظف. 
• تحديد مجالات التطوير: يمكن للتغذية الراجعة أن تسلط الضوء على مجالات محددة يمكن للموظف أن يطور مهاراته ومعرفته فيها.

Sample 360-degree survey questions: 

• How effectively does this employee communicate with team members and other departments?
• How well does this employee handle constructive feedback and use it for improvement?
• How would you rate this employee’s leadership or teamwork skills?
• How effectively does this employee contribute to team goals and company objectives?
• What is one strength and one area for improvement for this employee?

The Do's and Don'ts of employee surveys

What you should do and should avoid while running an employee survey are written below:

The Do’s: 

Do make your surveys successful by following these tips: 

• Clearly explain why you're asking for feedback (communicate the purpose). 
• Guarantee anonymity to get honest answers (keep responses anonymous). 
• Highlight what's going well to boost morale (celebrate company successes). 
• Share the results so employees see their voice matters (communicate survey results). 
• Use easy-to-understand questions that avoid bias (use clear and unbiased questions). 
• Keep it concise to avoid taking too much time (keep surveys short and focused). 
• Use language employees understand (speak the employee's language). 
• Think of surveys as interactions with your brand (treat surveys as brand interactions). 
• Allow for detailed responses beyond yes/no answers (ask open-ended questions). 
• Take action based on the feedback you receive (utilize survey results). 

The Don’ts: 

Avoid these mistakes that can make your employee surveys ineffective: 

• Overwhelming employees with too many questions (ask too many questions). 
• Surveying too frequently can lead to annoyance (deploy surveys too often). 
• Asking for feedback without following up with actions (survey without acting). 
• Phrases that nudge people towards a certain answer (ask leading questions). 
• Underestimating how long it takes to complete the study (understate survey length).
• Discouraging participation due to too many surveys (creating survey fatigue). 

However, just putting the ‘Do’s and Don’ts’ into practice will not suffice. You must know the best practices to perform throughout the time the employee survey is run.

Employee survey best practices

Effective employee surveys can provide valuable insights into company culture, employee satisfaction, and areas for improvement. Here's a breakdown of best practices for each stage of the survey process:

1. Before the survey 

The ideation of the survey is just as important as the implementation of it. So, keep in mind the following details: 

• Define your goals: Identify what you want to learn from the survey. Are you interested in employee engagement, work-life balance, or specific department processes? Focused goals will guide your question development. 
• Build trust and anonymity: Employees need to feel comfortable providing honest feedback. Emphasize anonymity and confidentiality throughout the survey process. 
• Craft clear questions: Use clear, concise, and unbiased language. Avoid jargon or leading questions that influence responses. 
• Communicate effectively: Inform employees about the survey purpose, timeline, and how their feedback will be used. Encourage participation and address any concerns. 

2. During the survey 

During the survey, implement the following factors: 

• Choose the right platform: Select a user-friendly platform that is accessible on various devices. Consider mobile-friendliness and ease of navigation. 
• Keep it short: A concise survey with a reasonable completion time will improve participation rates. Prioritize the most important questions. 
• Promote participation: Generate interest through internal communication channels. Use email reminders and highlight the importance of employee feedback. 

3. After the survey 

After the survey, consider doing the following: 

• Analyze the data: Carefully analyze the results, identifying trends and areas requiring further investigation. 
• Share the findings: Employees value transparency. Share key findings and explain how the feedback will be used to improve the workplace. 
• Take action: Develop concrete action plans based on the survey results. Communicate these plans and demonstrate a commitment to addressing employee concerns. 

Employee survey questions about management

فيما يلي 30 سؤالا أساسيا لاستبيان الموظفين حول الإدارة ، والتي يمكن أن تساعد المؤسسات على فهم نقاط القوة والضعف في ممارساتها الإدارية واتخاذ خطوات لتحسين رضا الموظفين ومشاركتهم.

أسئلة استبيان الموظفين حول الإدارة (الاتصالات)

A good supervisor-employee connection is built on clear and consistent communication. Frustration, uncertainty, and demotivation can result from poor dialogue at the top. Of course, identifying where dialogue may fail is not always straightforward.

ستساعدك هذه الأسئلة في تحديد المجالات التي قد يكون فيها التواصل غير موجود أو غير كاف.

1. Has management communicated performance expectations?

2. هل يقوم مديرك بتوصيل المعلومات التي تحتاج إلى فهمها بشكل فعال؟

3. هل تشرح الإدارة أسباب القرارات المتخذة؟

4. هل يحل المديرون الخلافات بشكل احترافي؟

5. Does your supervisor explain how the organization's plans affect you?

6. Does your boss communicate changes to company practices or benefits?

7. كم مرة تحصل على اعتراف من مشرفك؟

8. Were you recognized the last time you finished a project?

سؤال استبيان الموظف حول الإدارة (الثقة والاحترام)

Trust is the foundation of all good relationships between employees and their superiors. Employees who don't feel safe and valued at work are less likely to ask questions, bring problems to management's attention, and feel motivated or empowered to do their best.

لهذا السبب من المهم جدا للقادة بناء الثقة والاحترام المتبادل في فرقهم. فيما يلي بعض الأسئلة التي يمكنك استخدامها لقياس مدى راحة موظفيك مع مديرهم:

9. هل يخلق مديرك بيئة ثقة ومفتوحة؟

10. هل يعامل مشرفك جميع أعضاء الفريق بإنصاف؟

11. هل يستجيب مديرك للأفكار والطلبات والاقتراحات؟

12. عندما تقترب من مشرفك بمشكلة ، هل تثق به للاستماع؟

13. هل يجعلك مديرك تشعر بأنك جزء مهم من الفريق؟

سؤال استبيان الموظفين حول الإدارة (الفعالية)

14. ما مدى فعالية قادتك في قيادة المنظمة؟

15. Do they have the skills, training, and resources to succeed?

16. هل لديك ثقة في أداء مديرك المباشر؟

17. هل لدى مديرك المعرفة والقدرة على دعمك أنت وفريقك لتحقيق النجاح؟

18. هل يحافظ رئيسك في العمل على مستويات عالية من السلوك؟

19. هل حاول مديرك تحسين الأمور في العام الماضي؟

20. هل يتخذ مديرك قرارات فعالة باستمرار؟

These are excellent questions to ask when the boss is doing everything right on paper, but the team is still sloppy. The responses can help spot possible gaps in a manager's skills or tools or resources that they may require to be successful.

سؤال استبيان الموظفين حول الإدارة (التطوير الوظيفي)

Career development is a key factor in employee engagement. Employees who see a future and growth path in their company will likely be engaged and motivated to

succeed. Managers play a key role in developing employees and providing growth opportunities.

These questions will help you see how well your managers train and develop their teams and identify opportunities to address communication or training gaps.

21. هل تناقش أنت ومشرفك حياتك المهنية في هذه المنظمة؟ 22. هل تجد نفسك

تنمية وتطوير حياتك المهنية في هذه الشركة؟

23. هل تعرف ما هي الخطوات التي تحتاج إلى اتخاذها للارتقاء في المنظمة العام المقبل؟

24. هل تعتقد أنه يمكنك الوصول إلى إمكاناتك الكاملة هنا؟

25. هل لديك فرص تعلم كافية في العمل؟

Employee survey question about management (work-life balance)

Work-life balance isn't just a nice thing to do; it's important to the well-being of your employees and, therefore, your bottom line. A poor balance between work and family life increases stress, employee burnout, and isolation. These questions will help you identify how well you manage work-life balance in your teams.

26. هل يفهم مشرفك أهمية حياتك الشخصية والعائلية؟

27. هل يهتم مديرك برفاهيتك؟

28. Is your workload generally reasonable for your role?

29. هل يحدد مشرفك مواعيد نهائية عادلة؟

30. هل تشعر بدعم مديرك؟

Leverage Empuls employee survey tool: Unlock actionable insights to boost engagement

Understanding what drives employee satisfaction and productivity is the key to building a thriving workplace. Empuls’ employee survey tool helps organizations tap into employee sentiment, uncover real concerns, and take meaningful actions that drive engagement and retention. With a data-driven approach, Empuls makes feedback more than just a checkbox—it turns it into a strategic advantage.

1. Deep employee insights through engagement & pulse surveys

Traditional surveys often fail to capture the real pulse of an organization. Empuls changes this by offering real-time pulse surveys that go beyond surface-level questions. 

With AI-powered sentiment analysis and trend tracking, leaders can detect signs of disengagement and address issues before they escalate. These insights help organizations create a continuously evolving workplace to meet employee needs.

2. Lifecycle surveys for every employee touchpoint

Employee experiences change over time, and a one-time survey is never enough. Empuls provides lifecycle surveys that track employee sentiment from onboarding to exit. 

Organizations can use structured feedback loops to understand what’s working and what needs improvement at different stages of employment. Companies gain a well-rounded view of their workforce with specialized surveys covering DEIB, leadership effectiveness, and workplace culture.

3. Custom surveys for targeted feedback

Every organization has unique challenges, and standard surveys don’t always fit the bill. Empuls enables companies to create fully customizable surveys focusing on their needs. With a rich question bank and the ability to design quizzes, businesses can capture precise insights that fuel better decision-making. 

Whether measuring a new policy’s impact or understanding employee expectations, custom surveys make data collection more relevant and effective.

4. AI-driven conversations for honest feedback

Employees often hesitate to provide candid feedback in traditional survey formats. Empuls overcomes this challenge with AI-driven conversations that feel natural and engaging. 

By adapting questions in real-time based on responses, this tool encourages employees to share their true opinions. These personalized interactions make feedback more meaningful, helping organizations uncover issues that might go unnoticed.

5. Data-backed decisions with actionable reports

Gathering feedback is just the first step; acting on it makes a difference. Empuls turns survey results into detailed, visually rich reports highlighting key trends and pain points. Organizations can compare their performance against industry standards with AI-powered analytics and benchmarking tools. 

Automated recommendations provide clear next steps, ensuring that survey insights lead to real improvements in employee engagement.

Turn feedback into meaningful change with Empuls

Empuls empowers HR leaders and managers to listen, act, and create a workplace where employees feel valued. Move beyond surveys—transform employee insights into measurable improvements that enhance culture and performance.

Ready to build an engaged workforce? Explore Empuls Employee Surveys Today

استنتاج

A well-structured employee survey lies in its ability to provide valuable insights into the health and well-being of your organization. Moreover, they are a confidential communication channel for employees to share their honest opinions and experiences. So, you can use employee surveys to turn the tide against employee disengagement and dissatisfaction among employees.  

However, to align them with shared organizational values, motivate the employees, and reinforce positive behaviors to create a truly engaged work environment, you need a platform that goes beyond conducting just surveys.This is where Empuls can help. Empuls is an employee engagement platform that enables organizations to connect with employees. This holistic solution:

• Facilitate continuous feedback and improvement during the employee lifecycle using real-time surveys 
• Helps plan data-driven employee engagement activities 
• Fine-tunes action plans to improve eNPS 

So, gather meaningful feedback, identify engagement drivers, and take data-driven actions to improve the employee experience and culture with Empuls.

الأسئلة الشائعة