How it can help you
The work environment survey is designed to help you understand if your employees have everything they need to be able to be productive and effective at work, and provide you with insights on how to improve it.
The work environment includes both the physical environment for employees as well as the other mental factors that impact their productivity and ability to be effective at work.
Without a suitable work environment, employees will be unable to deliver their best work and can quickly become disengaged or unsatisfied.
How to interpret the results
Work environment needs can vary significantly by department, look for trends by department or by job role to identify areas that may need further investigation.
In case your employees are physically located in different offices, make sure to compare work environment scores for different offices against each other.
Compare scores across the specific questions with the overall work environment score question to understand which specific area may be most impactful.
Best practices
Show that you are listening and taking actions based on the responses:
The primary cause of survey fatigue (employees not wanting to complete surveys) - is the feeling that responses are being ignored. By sharing results and more importantly taking action related to survey results, you can improve the work environment and encourage future survey participation.
Make a plan to implement small improvements
If there are a huge number of improvements surfaced from your survey results, it can feel overwhelming to act. Start with small, easy improvements before moving on to more challenging areas, as these can help keep employees motivated.
Share the purpose of the survey clearly:
Explain why you want this information and how it will be used to improve the employees work experience as part of the purpose text for the survey.
Consider the need for anonymity
Some employees only feel comfortable giving truthful feedback if they are allowed to be anonymous, especially if they are unhappy.