This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
The primary difference between traditional employee engagement surveys and Employee Net Promoter System surveys is that the latter are shorter, simpler and more focused on eliciting comments. “A long questionnaire doesn’t always get to the core of the issue that is bugging employees,” says Catherine Nelson, consultant, loyalty and leadership practices, for FranklinCovey Co., a performance improvement company headquartered in Salt Lake City.
“The best way to get people to tell you what matters to them is to ask them the reason for their score,” she says. “You usually get to the most important issue, the biggest driver impacting loyalty, just by asking that simple question. Long surveys of 40, 50, 80 or more questions result in survey fatigue or the halo effect, where all of the scores are high.”
Carolina Biological Supply includes a handful of demographic questions in its employee Net Promoter surveys, such as “Which vice president do you work for?” and “Which category best describes your job?” These questions are asked to allow segmentation of responses when looking for patterns and trends isolated to certain areas and categories of employees, explains Katina Richmond, PHR, vice president of HR and organizational development for the Burlington, N.C.-based math and science education supply company.
But “The main survey question is ‘How likely is it that you would recommend Carolina as a place to work?’ ” Richmond says. The survey is administered annually in early May.
Rob Markey, co-author with Fred Reichheld of
The Ultimate Question 2.0: How Net Promoter Companies Thrive in a Customer-Driven World, says simplicity is key to the survey’s effectiveness. “If I ask you, ‘How likely are you to recommend XYZ Company as a place to work?,’ it’s hard to argue with your feedback,” Markey says. “But if, instead, I ask about the quality of support, the deadlines, the work, the environment and such, the more detailed and less compelling the analysis will be.”
The author, a former HR generalist and trainer, is a freelance writer in Wixom, Mich.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies