Sample Employee Survey Questions

There is a word in French I have always loved: mondialisation. Like many French words, there is no direct English translation for this term. To give you a rough idea though, mondialisation refers to the way that new communication technology has recently facilitated conversations between people on different continents. Companies headquartered in London are doing business deals with organizations and offices in Beijing, and American firms have clients in India. Cvent is no exception to this rule.

Since Cvent has clients literally all over the world, it makes sense that our clients want to conduct and design surveys in many languages other than English. I received an email from a web surveys client today who was wondering how she should best translate her survey into six different languages: English, French, Spanish, Arabic, Chinese, and Hindi. My response was quick: I told her that she should create six separate surveys, one which was translated into each of the languages she had mentioned.

I explained to this client she could simply translate her questions in Microsoft Word and then copy and paste the translated text into the Cvent Web Surveys Question Wizard. Yes, you can even paste Chinese characters! I also explained that it would be easy for her to collapse the data from all six global surveys into one report. This is why we have made it easy for you to export your survey reports into Microsoft Excel. If you simply run the Answer Details for All Respondents report for each survey and export the results into Excel, you can copy and paste to combine the data from all six surveys into one spreadsheet.

Another great thing about conducting multilingual surveys in Cvent's online survey platform is that you can utilize the display text feature! Remember that display text allows you to specify the question text that your survey respondents will see separately from the text that you will see from inside the survey application (where you create and design surveys) or in your reports. So, it is easy for you to translate your survey questions in the display text window and leave the question text in English. This way, you don’t even need to speak the language in order to correctly interpret the electronic survey results!

I wasn’t lying when I told my client today that Cvent is also a multilingual survey software solution and is ideal for setting up multilingual surveys. Anyone who knows their right hand from their left knows that the corporate world is confined to your immediate surroundings and the world truly is one global market, so use the Cvent Web Surveys software to survey employees or clients worldwide.

Sometimes we forget we can't be everything to everyone all the time. It's just not possible. It wouldn't make sense for a shoe designer to start creating hard hats just because a customer wrote on a comment card in response to a retail survey that she wished the designer also made hard hats because the her husband worked in construction. It seems obvious to most people, going into the hard hat market would be a bad call on the shoe designer's part. So why don't organizations have the same clarity when it comes to their business?

It can be hard to say no to customers, particularly when they have good ideas. But just because an idea is a good one, it doesn't necessarily mean it's right for your business model. Take the example many organizations have to face in their life time: where do they belong? Is it in the high end of the market, the mid-market or the bottom feeders? Most people when you ask them don't want to admit to being a bottom feeder, but there's a market need there that can be very profitable. The organization that can fulfill that need is very rarely, if ever, the same organization that can fill the need at the high end of the market. This just points out, again, that we can't ever be everything to everyone. I remember my marketing classes in college always told us you could only be two of the three things: good, fast or cheap. You can never be all three. Good and fast is expensive; fast and cheap is inferior; good and cheap is slow. It's because we can't be everything to everyone.

So how do you figure out what you should be? Your organization's mission should be a start, but missions can change and transform over time. One place you can start is to ask your employees, survey staff to see what they think the organization is and where they should be going. Employees have stellar ideas, but this may sound like a trick question so make sure to follow these tips for employee opinion surveys.

You should also ask for customer feedback. Your customers will help point you in the direction you should be heading. Sure you'll have the one off cases like with the shoe designer who's customer wants her to create hard hats for construction works, but chances are, no one else will respond that way on her customer questionnaire. And then, at the end of the day, you should be armed with the information you need to support your decision. As you're reading through survey comments, you'll notice that everyone doesn't want you to be everything.

Over the past year, I have run into many new Cvent Web Surveys clients with the same issues or problems with their employee satisfaction surveys.  Most of the clients have the same story: in the past, using a different online survey solution, they released an employee satisfaction survey and were not able to follow up in a timely manner. 

The workplace employee surveys were conducted in a number of different fashions: paper-based, with different online survey tools, and even website survey forms.  All of these previous methods had one tragic flaw: reporting.  The survey administrators waited untill the survey was closed to run survey reports or review the paper surveys.  The problem inherit in this approach is time.  They would wait weeks before pulling reporting and discovering an employee had a problem in the workplace or in the case of paper based methods, sometimes months before they scanned the surveys.

When they finally discovered a problem that needed attention they would act, but what they discovered was:

Both of these resolutions are horrible.  If the employee solves the problem themselves they feel the organization is powerless and does not care about their situation.  If they quit, we all know that it costs 10 times more to train a new employee than to retain the old one.

A simple solution to these problems is a feature that Cvent's online survey solution embodies: Triggered Email Alerts.  Most other survey tools out there do not contain this feature.

The beauty of this feature is the survey administrator can have an email alert sent to whomever they designate; Human Resource Manager, Employee Liaison, etc...  In this manner as soon as an employee answers the appropriate question and then clicks finish on the survey an email is sent to the designated person, who in turn can then immediately follow up with the employee and solve the problem.  Thus, boosting employee retention rates, making them feel like a needed part of the organization, instilling employee loyalty, and finally creating a better work environment.

The triggered email alert feature in Cvent's survey solution solved these client's employee retention nightmares and resulted in a better workplace and a more cost effective future.

Surveys are an invaluable tool for researching the community attitudes, employee concerns, product needs, customer loyalty and priorities held by different groups or target audiences.  Designing a questionnaire and collecting survey responses from a sample allows us to draw a profile of the group as a whole, and perhaps perform some correlation analysis to understand the source of those feelings.  The online survey findings can then support fact-based organizational decisions or improvement projects to help continually improve the organization over time.

Survey research can be applied to many venues.  Here are just a few practical applications listed below:

An Internal Employee Survey could identify reasons for low employee retention and provide ideas for reducing those costs, such as a better designed benefit program, improved training opportunities, or problems in the way the organization functions.

A Training Survey can identify how a training program has improved the capabilities of some group and how the training program itself can be improved.  

A Product Satisfaction Survey can identify initial customer experiences with a product, providing data to address unforeseen problems and help the next product release.  

A Market Research Survey can identify customers needs when creating these new service and product offerings.  Surveys can be part of Design for Six Sigma activities.  

An Association Survey, which is similar to market research and customer surveys, can show the member benefits most of interest.

However, a survey program is only valuable if it is properly designed and executed.  While performing a survey project seems deceptively simple – it's just a bunch of questions, and survey software tools make electronic surveys quick and cheap – a small mistake in the survey questionnaire design or survey administration can skew or bias the data, leading to erroneous conclusions.  No organization should ever make critical business decisions based on unreliable or invalid data.

Bad data is worse than no data!

Marketing departments love client testimonials and customer quotes. They're great to share with the sales team when prospects need referrals, they're helpful to put in powerpoint presentations, and can be a critical piece of any marketing website. Getting those sound bites from clients can be a challenge, however. As you can imagine, the challenge only gets bigger if your organization sells consumer products. Admittedly, the growth of social media has made finding people who are saying good things about your product, services or organization has gotten a little bit easier. But, it could be easier still.

Imagine a world where you had a plethora of client sound bites and quotes to share with the outside world. A marketers dream. No more tracking down sales reps to talk to their clients and mangle their words. Everything is already done for you. Well, if you're conducting client satisfaction surveys or consumer surveys, you should be gathering those sound bites already. You can even consider using website polls and website usability surveys to get those sound bites. Depending on the online questionnaire design, you may still need to contact the customer to get permission to use their quote, but the hard part is still done. You have the quote.

Question remains, how do you pull these customer quotes out of your survey web form? You make sure to add an additional comment box. Customers who love you will typically share those sentiments in the additional comments area, particularly if there are not other open ended questions in the survey for them to share why they like an organization.

Still wondering why your marketing department needs sound bites? Opinions for others is one of the driving forces behind purchasing decisions. If you want to learn more about the importance of customer reviews, check out this past post. It's also worth mentioning, this same idea can work for employee surveys and your HR department for recruiting purposes.

Rarely are we asked the question, What is a survey? Typically questions follow the path of, Why do I need a survey program? What am I going to get out of conducting online web surveys to collect customer feedback? Or How do I get started measuring employee satisfaction with online questionnaire templates?

However, sometimes it's good to define market research and what it means, and answer the rarely asked question, What is a survey?

Market Research Definition (mahr-kit-ree-surch)
The gathering and studying of data relating to consumer preferences, purchasing power, etc., especially prior to introducing a product on the market.

Survey Definition (ser-vey)
Collect quantitative information about items in a population. Surveys of human populations and institutions are common in political polling and government, health, social science and marketing research.

Chances are though, you're still wondering about those other questions. These posts may help you answer those ever burning questions about why you should create and design surveys.

Cvent offers a variety of Pre-Designed Survey Templates you can choose from for your first online web survey. These internet survey templates contain default questions, email, welcome and thank you text which you can utilize when designing a questionnaire. You can also choose from over 50 different graphical templates to suit the look and feel of your survey forms. Here’s a list of the different pre-created survey templates that you can use to build the base of your survey:


Besides this vast list of pre-designed questionnaires and graphical survey templates, Cvent also offers you a Question Library, which is filled with Customer Service, Demographics, Event, HR/Training, Marketing/Sales questions that you can utilize in your survey.

So! Go ahead and Sign up for an online web survey free trial account now and enjoy these á-la-carte features absolutely free.

I probably don't need to explain why creating employee surveys should be part of every HR department, but coming up with the correct employee evaluation template or employee job satisfaction survey questions isn't as as obvious as know you should do them. I recently came across a few sample workplace survey questions I thought may help when you start writing employee questionnaires:

One thing you should notice in the example employee satisfaction questions are they are different survey question types. A general online survey best practice to remember when crafting employee survey questions is to vary the question type. It helps keep the respondent engaged and lowers survey abandonment rate.

Here at Cvent, we get asked for survey templates all the time. That's why we've created a bank of survey questions and pre-created questionnaires for all clients to utilize within their account. But it never seems to be enough. Sample employee motivation surveys, employee evaluation survey examples, sample employee questionnaire, employee satisfaction survey templates, the list goes on, and on, and on...

While this post may not give you all the answers or the complete employee survey template you're looking for, it definitely is a start. Below are some sample survey questions for employee questionnaires.


While not all of these questions are necessary (or appropriate) in any given employee engagement survey or job satisfaction questionnaire, you should see how some of them will fit into your next employee satisfaction survey template.

There are several things to remember when creating an employee survey. Obviously, you must ensure no one outside the company can view or take the survey. This is simple enough to do by setting the survey settings in the employee survey software to only those on a targeted list. This will guarantee that your data is not compromised by pranksters, former employees or anyone outside the company.

You must also guarantee anonymity for your employees. This is generally a standard practice but cannot be emphasized enough when you create employee questionnaires. Employees are going to be more skittish than the average survey respondent because they may be concerned about repercussions if they admit dissatisfaction in the survey. So, you cannot express anonymity enough.

When creating a workplace employee survey, include both quantitative and qualitative questions. Provide an open-ended comment space for them to write down any concerns they felt were not covered in the survey. This is a great opportunity for employers to find out things that bother or impress employees. Employers should also share all survey results with employees once the online questionnaire is closed. It could negatively impact employee morale if the results are perceived to be kept secret. Also consider creating action items immediately, if they make sense for the company. For example, if employees express a desire for more training opportunities, look into them and offer a few on-site training classes if feasible.

You should think about employee workplace surveys as employee morale surveys.

Private businesses tend to guard findings from their research efforts very closely.  In some instances, where significant investment dollars and time were spent on sampling frames and reporting, this makes sense.  It's nice to have proprietary research at your disposal to impress clients and customers, and internal employee survey results, for example, may be reserved for senior leaders.

But in most cases, I suggest sharing your survey results with as many people as possible.  The benefits outweigh the perceived drawbacks.  After all, most survey research comes from of a specific point-in-time sample, and whatever narrow edge you may get from keeping the results private will be short-lived.

At minimum, you should share the results of your survey with respondents themselves.  People like to know what they're a part of (and why).  In fact, offering to provide respondents with survey results has been shown to increase response rates! 

It's a great idea to set up partnerships with community leaders before you even send out your community attitude survey.  Publicize your organization and your efforts toward being proactive.  Let your community know that you value them and are interested in feedback and suggestions about the process.  Create anticipation and eagerness to both complete questionnaires and receive the results after the survey is completed.

You can also organize a press release highlighting selected findings from your survey.  This can be posted on your website and in other locations (external websites, community hotspots, etc.).   Call local news organizations if you think the results would appeal to their audiences.  Tell all who will listen how you've made original contributions to the knowledge of your industry, and how you will improve business practices based on your results.

A recent article in Meetings & Conventions Magazine caught my attention this month: Survey Science, How to Craft more Effective Attendee Evaluations. Meeting planners are usually not survey experts, their expertise lay in planning and executing events, not crafting flawless survey research questionnaires. However, in the last year the value of meetings and events have been called into question after bad press surrounding some organizations' meeting practices. With meeting and event planners having to increasingly prove the values of meetings and measuring meeting results, being able to create event surveys to gather attendee feedback has become even more important.

While we've discussed several of these survey best practices in the past in reference to sample staff survey questions or customer feedback forms it never hurts to review them again. Here are the first five online survey tips from the article:

1. Set survey goals first. This shouldn't be a big surprise. On Friday I wrote about how to create a customer survey, and setting customer satisfaction survey objectives was the first step there too. If you don't figure out what your objectives are in the beginning, writing meaningful survey questions will be a lot harder later on. For example, if the survey objective is to figure out how to improve the event next year, only ask questions about things you can change for future events. It doesn't make sense to evaluate the location if you've already booked the same venue for next year; if you haven't booked next year's location, asking about the venue makes sense.

2. Write survey questions that are clear and ask what you really want to ask. Articulating a question to really collect the feedback you're looking for can be quite a challenge. Take these sample conference survey questions, if the planner wants to identify which sessions would be best to add to next year's lineup (assuming attendees must pay to attend the sessions):

If you've been paying attention to survey best practices, you'll know the third one is the wording you want. Why? Because it's the only one that explains the attendees will have to pay for the sessions. It's not a matter of which sessions sound interesting, it's a matter of which sessions present enough value to be worth the cost.

3. Find out why they're dissatisfied. It's not enough to know that an attendee was dissatisfied with the registration process. Planners should provide attendees with the chance to explain why they are dissatisfied - maybe it was a technical problem or there wasn't enough event staff to mitigate issues.

4. Keep it short. General survey best practices suggest keeping your online survey as short as possible. The best methods for making sure you're keeping it short is to only ask questions that have a direct link to your seminar survey objectives. The second method is to make sure you're using survey question logic, such as branch and skip logic. This allows you to keep the survey relevant to the respondent and only ask questions that make sense. We hinted at this in a recent post where we talked about using one survey to gather event feedback for all the sessions at your event.

5. Think about the survey's organization. When designing questionnaires it's important to keep the flow of the survey in mind. Start with general questions and work your way to the more specific questions. The survey should only focus on one topic at a time. In the example of multiple event sessions, it doesn't make sense to mix up the session questions. Instead, ask all the questions you have about one session, then move on to the next session.

In the next few days, I'll share the other 10 survey tips from the Meetings & Conventions article. As a meeting or event planner, how have you found pre- and post-event surveys helpful in planning events?

Every organization should ask themselves What is good customer service? and create their own definition for good customer service based on the answer they come up with. Giving customers the opportunity to provide feedback on their customer experience is one way to improve customer service quality, but only if the customer feedback gets back to the employees. Lots of organizations use customer service surveys to measure customer experiences and customer loyalty. What separates the organizations with mediocre customer service from the organizations with excellent customer service is sharing the feedback from the customer loyalty surveys with the employees. Seems pretty straight forward, right?

I suggest you take it a step further, however. While sharing the aggregate results of customer feedback surveys with front-line employees is important, you can use these customer surveys as assessments of employee performance or staff evaluations. If you're not already using customer surveys to support this type of employee performance feedback, here are some steps from the CRMBuyer to make this type of process possible:

• Move from random survey sampling to an attempted census. Random survey samples are great when you're just trying to get an overall sense of customer satisfaction rates. However, if you're trying to collect feedback to figure out how to improve employee performance, a random sample is unlikely to provide enough data for each employee. Like with all other types of surveys, not everyone you send personalized survey invitations to will participate, but you will likely get enough responses to support the employee assessments.

• Develop new employee reports. To improve workforce performance, organizations can't continue to provide infrequent high-level survey reports. Instead, employees should get to see weekly reports. Using standardized reports that compare the employee to the overall average and to their colleagues as a group have the most impact.

• Develop new management reports. Like with how employees see the customer feedback reports needs to change with this strategy, management reports do too. Managers should be able to see responses by employees so they can take appropriate action. Managers will have different opinions on how much information should be shared with their staff; some will want to share every customer comment from the employee performance evaluation form, others wont want to share individual survey results.

• Develop HR guidelines for the use of these employee reports. The HR department should be deeply involved in the creation of these HR employee appraisal forms and employee survey reports. If an employee constantly receives negative customer feedback, the organization may choose to terminate their employment so it helps to keep HR in the loop. However, that shouldn't be the goal of this type of customer survey program. The survey feedback should be used to improve employee job performance and mentor them. With the help of customer service assessment surveys and employee performance review forms organizations can figure out how to improve customer service quality.

Have you ever applied for a job and been asked to pre employment assessment? Lots of companies have pre employment assessments in place before hiring new employees. Why? Because these new employee survey assessments help hiring managers select the correct people. Hiring a new employee has its own expenses associated with it, so human resource departments often look for ways to increase employee retention rates. Pre employment assessments are one way they improve their employee retention programs.

When you hire the wrong person a few things can happen:

1. You spend extra dollars on new employee training to get them caught up to speed, when you could have hired someone with the right experience from the get-go.

2. You will face employee turnover that causes you to go back to the drawing board with advertising the position, screening applicants and interviewing - again, wasting more dollars.

Neither one of these scenarios are good for your organization. It's much easier to put a formal screening process in place. One added benefit of pre employee assessment surveys is they protect your organization from claims of discrimination in the hiring process. I certainly don't think pre employee assessments should be the only thing hiring managers look at when reviewing a job application, but I do think it should be part of the process.

While many organizations are continuously focused on cutting costs, it becomes ever more important during a tight economy. While expensive consultants can do a great job at finding these bottleneck areas, there may be a more economic recession friendly way to cut costs: just ask your employees.

Employees tend to be the largest expense an organization faces and, believe me, they know it. They may be "expensive", but they're worth it. Your workforce is the DNA of your organization, which is why they are the first people to know where minor costs can be eliminated. By asking for employee feedback and suggestions of areas to eliminate expenses, you are identifying expenses that wont affect their productivity. For example, you may offer employees complimentary snacks and beverages to keep them going through that afternoon hunger. However, an employee opinion survey may show employees think the organization should cut out the snacks in an effort to cut costs. It wouldn't be what you expect, but it's certainly a real-life example.

So the next time you're trying to cut costs due to a shrinking budget, survey your employees. You may just find out that the cookies and soda aren't as important to them as keeping their job.

This Friday we are will be celebrating our blogs' first birthday. I can hardly believe it's been almost a year of sharing our Web Survey Best Practices with you. Each day this week we will be counting down our top favorite posts. You might have already guessed, today's theme is employee surveys.

• HR Survey Tips: Weed Out Unqualified Job Candidates: In this post, we talked about how pre employment assessments can be a big time saver for HR. It can be a real struggle for hiring managers to identify the best candidates. It's no secret that asking pre-interview questions or providing job applicants with a pre-interview questionnaire can save you from having to speak with people who are not a fit from the start.

• Employee Surveys Can Help Cut Costs: This post highlights how staff opinion surveys can help you identify areas to cut costs. You may find that the best cost cutting ideas come from the trenches and not senior management. All you need to do is ask.

• Employee Satisfaction Surveys Boost Productivity: This post is about employee morale and satisfaction surveys. Research has shown that motivated and satisfied employees tend to contribute more in terms of organizational productivity and maintaining a commitment to customer satisfaction. So how do you make sure your employees are, and remain, motivated and satisfied?

• When other companies come calling, will your employees remain loyal? This post talks about how you may have high employee retention rates now, but that doesn't mean you have satisfied employees. When the economy picks up again, organizations will begin to grow their workforce and skilled professionals will be in high demand. If your business fails to take care of their employees now, they may not keep those employees once hiring starts again.

• Employee Surveys Can Improve Customer Experience: This is my favorite post on the list, probably because my precondition to focus on the importance of creating a positive customer experience. One of the best ways to measure client satisfaction and experiences is to measure employee loyalty using employee satisfaction surveys.

Employee surveys don't always need to be measuring employee satisfaction or gauging employee commitment and loyalty. Sometimes, you may want to conduct an employee information survey to just update employee contact records. Employee surveys don't always need to be about discovering ways to improve a process or increase employee retention or satisfaction rates.

You can also create employee recognition surveys to identify employees who deserve extra recognition at your next company event. It may be a matter of some employees consistently going beyond the "call of duty" to help co-workers, but it's not something management sees. Like with a 360 degree feedback survey, colleagues and peers can have a different view of someone's work ethic and tasks they complete than management.

A common myth in the workplace is that employees don't need recognition, or shouldn't be recognized for "just doing their jobs." But if you were to do a quick opinion poll, you'd find that's not always the case. Instead, having employee recognition programs can serve to reinforce the good work employees are doing, and simultaneously increase employee satisfaction, productivity and loyalty. Those are all things organizations strive to promote within their employees. Employees want to know they've done a good job and their work, effort and time mean something to the organization.

How do you get started with an employee recognition survey? First, choose an online poll survey software for employee surveys (I would recommend Cvent Web Surveys Software). Then begin designing survey questions to fit your survey goal: identifying employees who deserve extra recognition. Example employee survey questions might include asking who they would like to nominate for an employee recognition reward, and why that employee deserves to be recognized.

Most planners use welcome pages, thank you pages, presentation headers and email survey templates to personalize their online surveys by putting in customized messages and images related to their organization, the purpose of the survey questionnaire and even the survey incentives. But the Cvent Web Surveys software platform allows you to go above and beyond to personalize the way your survey looks (the graphical survey template), how people see their progress (progress indicator bars), whether they see the survey title and question numbers, what buttons are on the survey and even the text of these buttons!

Graphical Template – Choose from over 50 out-of-the-box graphical templates, each with its own unique background, header image, button style and survey question displays. Beyond the out-of-the-box survey template designs for market surveys, customer surveys, employee attitude surveys, or any other type of survey, you have the ability to further customize the layout of your survey by adding customized headers and footers to reflect your organization's brand.

Progress Indicator Bar – Select whether you want a progress indicator bar that shows survey respondents how much of the survey form they've completed. Choose from four different styles – whether you want them to see % of the survey completed or page X of Y, etc.

Survey Title and Question Numbers – Select whether you want respondents to see the Survey Title; also determine whether they should see the Question Numbers. When it comes to showing survey question numbers ask yourself, Do I have a simple survey or a complex survey? If you have a complex survey, you may not want to show question numbers if you're going to use survey question logic to jump respondents through the feedback form.

Previous and Cancel Buttons – You can choose to display one or both of these buttons to respondents at the bottom of every page along with the Next button.

Button Text – Customize the text of each button – Start Survey, Next, Previous, Cancel, Submit. This can be especially useful if the survey acts as a Test, Quiz, Registration Form, etc. Next can be changed to Next Section, Next Level, Advance, etc. and Submit on event surveys can read Yes! I want to Register.

Button Style – Select whether you would like to keep the default button style of the survey design you selected or choose from the 15 additional button styles available.

Surveys are targeted at a wide variety of audiences, from board members and senior managers of organizations, to kids and teenagers using a product. Using the survey application features above, you can truly customize the look and feel of your survey based on your audience!

In a recent survey of senior executives from some of the nation’s largest companies, more than 30% indicated increasing staff would be a top priority in the upcoming year as the recession tapers off and our economy starts to recover.

As executives begin to emerge from a defensive, survival mode and look to expand their business, it’s important that they don’t overlook their organization’s lifeblood and most valuable asset, their existing employees. While it is true that bringing new talent into an organization is exciting and reinvigorating, the collective knowledge and insight of your current workforce is invaluable and protecting this resource must remain at the forefront of every executive’s mind.

As one of Cvent Web Survey’s whitepapers on employee satisfaction mentions, 21% of individuals are eager to change careers, while only 20% feel very passionate about their jobs. This should be a very sobering fact for business executives with the economy picking up pace, workers will become particularly empowered to look for a new career path if they do not feel a strong commitment to their employer. Couple that with the prevailing statistic that it costs 10 times more to hire and train a new employee than it does to retain one and executives should begin to see the value in periodically checking the pulse of the workforce through internal surveys, specifically employee engagement surveys and employee commitment surveys.

When the economy picks up again, organizations will begin to grow their workforce and skilled professionals will be in high demand. If your business fails to take care of their employees now, they may not  keep those employees once hiring starts again. As the Reuters article points out after polling 150 survey respondents by telephone, recognizing employees does not always need to be monetary. Tracking employee satisfaction and engagement can help identify ways to keep employees feeling valued.

Cvent’s Web Survey application is uniquely suited to reinforce a connection between employee and employer through employee surveys. Using our advanced survey question logic in combination with the ability to create custom contact fields, survey creators can ensure their employees only see questions that pertain to their specific job responsibilities.  For example, your finance department won’t see a question asking them, “How satisfied are you with the leads generated from marketing?” because that does not’t apply to their daily responsibilities. The robust capabilities of our online survey technology ensures your efforts to improve employee loyalty and engagement don’t backfire and end up alienating your employees!

Survey reports in the Cvent Web Surveys software tool offer a wide variety of ways to view your data and begin conducting your market research survey analysis. The answer summary by question report, for example, pulls up a table, a graph and basic statistical analysis for each survey question. Another example survey report, answer details by respondent, offers you the option of seeing each respondent’s answers on a separate page or answer details for all respondents gives you the opportunity to see all the answers for all respondents on a single page!

But sometimes these are not enough when you want to make a professional report for your boss to present to the board members. This is exactly why Cvent has the presentations feature within the survey application. The presentations section allows you to create reports with unique combinations of filters and display options. You can use our presentations creator to access data views that are unavailable with other out-of-the-box survey reports. Creating distributable reports in the Cvent Web Surveys software tool makes it easy to communicate the survey results in either Word or PDF format.

To determine what you see on each page of your sample report, choose from the options below: