Le glossaire Empuls

Glossaire des termes relatifs à la gestion des ressources humaines et aux avantages sociaux des employés

Enquête sur la fidélisation des employés

An employee retention survey is a tool used by organizations to assess factors that influence employees' decisions to stay with or leave the company. This survey gathers feedback on key areas such as job satisfaction, work-life balance, compensation, career growth opportunities, leadership, and company culture.

What is an employee retention survey?

An employee retention survey is a tool used by organizations to understand the factors that influence employee satisfaction, engagement, and their likelihood to stay with the company.

Here are some key points about employee retention surveys:

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Purpose: The primary purpose of an employee retention survey is to gather feedback from employees to identify areas of improvement and implement strategies to increase employee retention rates. It helps organizations understand the factors that contribute to employee satisfaction and loyalty. ‍
Survey questions: Employee retention surveys typically include a mix of quantitative and qualitative questions. These questions may cover various aspects such as job satisfaction, work-life balance, career development opportunities, compensation and benefits, relationship with managers and colleagues, and overall organizational culture. ‍
Anonymity: To encourage honest and candid feedback, employee retention surveys are often conducted anonymously. This allows employees to express their opinions and concerns without fear of repercussions. ‍
Frequency: Employee retention surveys can be conducted at regular intervals, such as annually or semi-annually, to track changes in employee sentiment over time. Some organizations also conduct pulse surveys on a more frequent basis to gather real-time feedback. ‍
Data analysis: Once the survey is completed, the data collected needs to be carefully analyzed. This involves identifying trends, patterns, and areas of concern. It is important to analyze both quantitative data (e.g., ratings, scores) and qualitative feedback (e.g., comments, suggestions) to gain a comprehensive understanding of the results. ‍
Action planning: The insights gained from the employee retention survey should be used to develop action plans. Organizations should prioritize areas for improvement based on the survey results and take concrete steps to address the identified issues. Regular communication with employees about the actions being taken is crucial to demonstrate that their feedback is valued. ‍
Continuous process: Employee retention surveys should be seen as part of an ongoing process. It is important to regularly assess employee satisfaction and engagement to ensure that efforts to improve retention are effective and to identify new areas for improvement.

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Why use an employee retention survey?

Using an employee retention survey can provide several benefits for organizations. Here are some reasons why organizations use employee retention surveys:

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Identify areas of improvement: Employee retention surveys help organizations identify areas where improvements can be made to enhance employee satisfaction and engagement. By gathering feedback on various aspects of the workplace, such as compensation, career development, work-life balance, and organizational culture, organizations can pinpoint specific areas that need attention. ‍
Measure employee satisfaction: Retention surveys allow organizations to measure employee satisfaction levels and identify any factors that may be contributing to dissatisfaction. Understanding employee perceptions and concerns helps organizations address issues and create a more positive work environment. ‍
Reduce turnover: By understanding the factors that influence employee retention, organizations can take proactive steps to reduce turnover. Employee retention surveys provide insights into the reasons employees may consider leaving and allow organizations to address those concerns before they lead to turnover. ‍
Improve employee engagement: Engaged employees are more likely to stay with an organization. Employee retention surveys can help organizations gauge the level of employee engagement and identify strategies to improve it. By addressing engagement issues, organizations can create a more motivated and committed workforce. ‍
Enhance communication and trust: Conducting employee retention surveys demonstrates that organizations value employee feedback and are committed to open communication. This can foster trust between employees and management, leading to increased loyalty and retention. ‍
Inform decision-making: The data collected from employee retention surveys provides valuable insights that can inform decision-making processes. Organizations can use the survey results to prioritize initiatives, allocate resources, and develop targeted strategies to improve employee retention. ‍
Benchmarking and tracking progress: Employee retention surveys serve as benchmarks for organizations to measure their progress over time. By conducting surveys at regular intervals, organizations can track changes in employee satisfaction and engagement, evaluate the effectiveness of implemented initiatives, and make data-driven decisions.

Écoutez, reconnaissez, récompensez et fidélisez vos employés grâce à notre logiciel d'engagement des employés.

How to use employee retention survey data effectively?

To effectively use employee retention survey data, consider the following steps:

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Consistency and frequency: Conduct employee retention surveys regularly, such as once or twice a year, to track changes over time. Additionally, consider incorporating smaller pulse surveys on a monthly or quarterly basis. Consistency in survey administration allows for meaningful comparisons and trend analysis. ‍
Anonymity and honest feedback: Ensure that employee retention surveys are anonymous to encourage honest and candid feedback. This helps employees feel comfortable expressing their opinions and concerns without fear of repercussions. ‍
Data analysis: Thoroughly analyze the survey data to identify trends, patterns, and areas of concern. Look for common themes and prioritize areas that require attention. Consider both quantitative data (e.g., Likert scale ratings) and qualitative feedback (e.g., open-ended responses) to gain a comprehensive understanding of the results. ‍
Action planning: Develop action plans based on the survey findings. Prioritize areas for improvement and create strategies to address identified issues. Involve relevant stakeholders, such as managers and HR professionals, in the action planning process. Communicate the action plan to employees to demonstrate that their feedback is valued and that steps are being taken to address their concerns. ‍
Monitor progress: Continuously monitor the progress of the action plan and evaluate the effectiveness of implemented initiatives. Regularly assess employee satisfaction and engagement to track improvements and identify new areas for focus. Use the survey data as a benchmark to measure progress over time. ‍
Implement changes: Act on the feedback received from the survey data. Make changes to policies, procedures, and practices based on the identified areas for improvement. Ensure that employees are aware of the changes and the rationale behind them. This demonstrates that their feedback has been taken into account and can contribute to increased employee satisfaction and retention.

What are employee retention survey best practices?

When using employee retention survey data, consider the following best practices:

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Clear objectives: Before crafting survey questions, define clear objectives for the survey. Determine what you want to understand or achieve, such as identifying reasons behind turnover, assessing areas of strength, or areas needing improvement ‍
Craft effective questions: Use a mix of question types, including Likert scale statements, open-ended questions, and 1-10 scale questions. Ask questions that prompt detailed responses and provide actionable insights. Include questions about recognition, work-life balance, career development, and communication. ‍
Anonymity and confidentiality: Ensure that employee retention surveys are anonymous to encourage honest feedback. Employees should feel comfortable expressing their opinions without fear of repercussions ‍
Regular communication: Employee retention is an ongoing effort. Maintain regular communication with employees to ensure their expectations are met and address any concerns. Consider using pulse surveys to gather real-time feedback ‍
Analyze and act: Thoroughly analyze the survey data to identify trends and areas for improvement. Use the data to inform decision-making and develop action plans. Act on the feedback received and communicate the actions being taken to address concerns ‍
Benchmarking: Compare your survey results to industry standards to gain insights into where your organization stands. This can help you identify areas for improvement and increase your competitive edge in attracting and retaining top talent ‍
Track progress: Continuously monitor the progress of your action plans and evaluate the effectiveness of implemented initiatives. Regularly assess employee satisfaction and engagement to track improvements and identify new areas for focus

When to use an employee retention survey?

Employee retention surveys can be used in various situations to gather feedback and insights from employees. Here are some key situations when organizations should consider using an employee retention survey:

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Regular check-ins: Conduct employee retention surveys on a regular basis, such as annually or semi-annually, to assess employee satisfaction, engagement, and identify areas for improvement over time. ‍
Post-exit surveys: Administer employee retention surveys to employees who have recently left the organization to understand their reasons for leaving and gather insights to improve retention strategies. ‍
Periods of change: During times of organizational change, such as mergers, acquisitions, or restructuring, use employee retention surveys to gauge employee sentiment, address concerns, and ensure a smooth transition. ‍
High turnover rates: If your organization is experiencing high turnover rates, use employee retention surveys to identify the underlying causes and develop targeted strategies to improve retention.‍
Performance reviews: Incorporate employee retention survey questions into performance reviews to gather feedback on job satisfaction, career development opportunities, and overall employee experience. ‍
Team or department assessments: Conduct employee retention surveys at the team or department level to identify specific areas for improvement and tailor retention strategies to address team-specific needs.

What are the different types of employee retention survey questions?

Employee retention survey questions can vary depending on the specific goals and needs of an organization. However, here are some common types of employee retention survey questions:

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‍Likert scale questions: These questions ask employees to rate their agreement or disagreement with a statement on a scale (e.g., strongly agree, agree, neutral, disagree, strongly disagree). They provide quantitative data and can be used to measure employee satisfaction, engagement, and perceptions. ‍
Open-ended questions: These questions allow employees to provide detailed, qualitative feedback in their own words. They can provide valuable insights into specific issues, suggestions for improvement, or areas of concern. ‍
1-10 scale questions: These questions ask employees to rate their satisfaction or agreement on a scale of 1 to 10. They provide a numerical rating that can be used to measure overall satisfaction or specific aspects of the work environment. ‍
Multiple-choice questions: These questions provide employees with a set of predefined options to choose from. They can be used to gather feedback on specific topics or preferences, such as preferred communication channels or training needs. ‍
Demographic questions: These questions collect information about employees' demographics, such as age, gender, tenure, or department. They can help identify patterns or differences in satisfaction levels among different groups within the organization. ‍
Behavioral questions: These questions ask employees about their intentions or behaviors related to retention, such as their likelihood to stay with the organization, their career aspirations, or their perception of growth opportunities.

Enquêtes sur le pouls des employés :

Il s'agit de courtes enquêtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'une question. L'enquête comprend moins de questions (pas plus de 10) pour obtenir rapidement les informations. Ils peuvent être administrés à intervalles réguliers (mensuels/hebdomadaires/trimestriels).

Rencontres individuelles :

Organiser périodiquement des réunions d'une heure pour une discussion informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous aide à obtenir de meilleurs détails sur un problème.

eNPS :

L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui évalue la fidélité. Voici un exemple de questions eNPS : Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.

Sur la base des réponses, les employés peuvent être placés dans trois catégories différentes :

Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord.
Détracteurs
Employés qui ont réagi négativement ou qui ne sont pas d'accord.
Passives
Les employés qui sont restés neutres dans leurs réponses.

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