Employee surveys that fit your organization.
We design, build and support your employee survey: from the first workshop to the actions in each team. Questionnaire, analysis and dashboards are created with Survkit for your organization specifically: your structure, your topics, your language.
How it works
From goal setting to action in the team: everything from one team.
An employee survey is a process, not a questionnaire. We support all three phases; how much you take on yourself is up to you.
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Phase 1
Preparation
- Kick-off workshops: define goals, topics and the follow-up process
- Involve the works council, data protection and other employee representatives early
- Develop the questionnaire together and adapt it to your wording
- Communication plan: who informs whom, when, with which message
- Technical setup, organizational structure, test run
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Phase 2
Fieldwork
- Invitations via open link, email, QR code and more
- Reminders and live response rates per unit during fieldwork
- Quantitative and qualitative analysis, reports per unit
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Phase 3
Follow-up
- Prepare leaders to discuss results and derive actions
- Moderated results workshops, also online
- Track actions, measure their effect in the next wave
»Managing organizational culture means managing artifacts. A good employee survey brings together different perspectives and levels for that — only then does the diagnosis also carry the actions derived from it.«
No off-the-shelf survey
Your organization sets the shape. Not the tool.
A standard questionnaire and a standard dashboard never quite fit. Different levels, different topics, different terms: what is self-evident in a corporate group feels foreign in a hospital or a public authority, and vice versa. Squeezing the survey into a template loses exactly the places where the actions will later come from.
That is why every employee survey we run is built from scratch, on an engine we built precisely for this. It takes no longer than a standard product, because questionnaire, structure and analysis are ready in days. Three examples of what that means in practice:
The questionnaire speaks your language.
Topic blocks according to your needs, such as work, conditions, collaboration, leadership and strategy, with wording that matches how your organization talks. We develop it together with you and with leaders from several levels, so the instrument is accepted in-house. Multilingual, mobile and accessible, with paper questionnaires on request.
Your organization is the reporting structure.
From the board to the individual team, as deep as your org chart goes. Every unit sees its results compared with the level above and with the whole organization; cohorts such as location, function or tenure come on top. Results only appear above a safe group size.
Analyses that show where to act.
Not just means: a portfolio view of strengths and action areas, comparison with the previous wave, analyzed and anonymized free-text comments. As an interactive dashboard, as a report per team, or both.
»Whether someone takes part in a survey is decided in their immediate environment: the way their own manager communicates has an enormous influence on participation. Leaders are therefore key figures — in the communication before the survey and in working with the results afterwards.«
Trust
Honest answers only come with real anonymity.
When we run the survey, identity and answers are kept apart from the start: your organization sees results, never raw data. Results only appear above a safe group size, free-text comments are anonymized. Works councils and data protection officers get the documents they need from us; both are proven in hundreds of projects.
- External delivery instead of in-house
- Results only above a minimum group size
- ISO/IEC 27001 data centers in Germany, GDPR-compliant
The software protects too: every number in a dashboard or report is a group value, groups below the minimum size stay hidden, including against back-calculation from totals and neighboring groups, and leaders only see their own area. On request the system irreversibly separates answers from the person on submission.
From practice
Organizations with high standards for method and process.
SMEs, DAX-listed groups, federal ministries: what clients say about their survey projects with us.
»For several years now, the IWOP team has been an active partner in the strategic positioning and ongoing development of our survey instruments. What sets IWOP apart is the perfect blend of scientific expertise and hands-on experience. The consultants won us over completely — as sparring partners for our project team and as advisors to our top management alike. Our warm thanks for a truly enjoyable collaboration; we look forward to future projects.«
»For our survey of employees and development workers, we polled more than 15,000 people in over 100 countries and multiple languages, with the results analyzed both quantitatively and qualitatively. The technical delivery was outstanding, and on the content side we always felt we were in expert hands. Requests were handled quickly, flexibly and without any fuss.«
»Thank you for the great collaboration on our leadership feedback. We were very happy with the consulting ahead of the project as well as the technical delivery and the results. What we appreciated most was how individually and promptly our requirements were always addressed.«
»Over the past two years we worked together to rebuild our "feedback landscape" and ran a range of topic-specific surveys. After such an outstanding experience, we look forward to collaborating even more closely with your team on survey feedback in the future.«
»Our 360° feedback was developed hand in hand with our leaders, and the results were so strong that we plan to expand it further. My sincere thanks for another round of great, collegial teamwork — communication this smooth, prompt and respectful is anything but a given.«
»Around 2,000 employees and managers took part in our leadership feedback. We couldn't have been happier with how it was run. Special requirements were handled expertly and quickly, so that every single employee could take part without difficulty.«
»To avoid survey fatigue and keep the follow-up process efficient, we combined our employee survey and leadership feedback into a single integrated process. Thank you for your tremendous dedication — and for how quickly you implemented the specific requirements that came with it.«
»We use manager assessments as an additional building block in our performance reviews. The technical delivery left nothing to be desired, and we especially appreciated the scheduling flexibility. Tailoring the content to our needs — such as grouping participants along multiple dimensions — was no problem either.«
»Thank you for your support and advice throughout the process. Your experienced clarity and relaxed manner were a great help in seeing the project through. Everything really worked out wonderfully.«
»Every organization has its own structure, its own topics, its own language. So we build the survey around the organization, not the organization around a tool. With Survkit, questionnaire, analysis and dashboard are created anew for every project, in hours or days.«
Survkit as software
The same engine in your hands.
Some organizations prefer to run their employee survey themselves: consultancies that support their clients with surveys, groups that regularly survey all subsidiaries, or HR teams with plenty of survey experience of their own. For them, Survkit is also available as software: the same engine we use for our own projects, without template limits.
- Org structure & cohorts Hierarchies of any depth, comparison unit ↔ level ↔ total
- Questionnaires without a template corset Any question type, branching logic, your corporate design
- Live analysis & statistics engine Frequencies, comparisons, cross-tabs, correlations in real time
- Participant management Excel import/export, mail merges, magic links without forced passwords
- Multilingual surveys Managed centrally
- Longitudinal & waves Repeat the same survey, see trends
- Roles & permissions Per project, level and person
- Automation via API Structure, modules and analysis programmable
Frequently asked
What you want to know before an employee survey.
How does an employee survey with you work?
In three phases: preparation (goals, questionnaire, communication, involving the works council and data protection), fieldwork (invitations, field phase with live response rates, analysis) and follow-up (result reports, workshops, actions). How much of it you take on yourself is something we agree together.
How long does it take?
The technical setup is fast: questionnaire, structure and dashboard are ready in days. The pace is set by your internal coordination: from kick-off to invitation typically takes a few weeks, the field phase itself usually two to three weeks. Results are available immediately after the field phase ends.
What does an employee survey cost?
That depends on the number of participants, languages, reporting depth and the extent of support. We specialize in tailored surveys, which usually pay off from around 100 participants. After a short conversation about your project you receive a concrete quote.
How many questions should the questionnaire have?
In practice 40 to 60 questions have proven effective, with a tendency toward fewer. Much longer questionnaires noticeably reduce participation. More important than the number is the structure: topics and sub-topics for which it is clear from the start who will later work with the results.
How do we involve the works council and data protection?
Early, ideally during goal setting. We provide the documents that co-determination and data protection typically need (procedure description, anonymity concept, data processing agreement) and are available for discussions. External delivery by us strengthens the anonymity promise toward the workforce.
How often should we survey?
Full surveys typically run every one to three years. In between, shorter pulse surveys on individual topics make sense; both run on the same structure, so comparisons over time emerge automatically.
What happens after the survey?
The decisive part. Leaders receive their results promptly, are prepared for the discussion with their team and derive actions together with the team. We support with training, moderated workshops and action tracking whose effect the next wave shows.
Articles
Read on.
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Sample questionnaire in 8 dimensions
Leadership Feedback Questionnaire: 32 Sample Questions Based on the IWOP Leadership ModelWhich questions belong in a leadership feedback? Eight dimensions of the IWOP leadership model with four sample items each, plus scale and self-rating.
Christopher Klanke
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6 min read
Leadership feedback
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Use case
Leadership feedback, delivered for youQuestionnaire based on the IWOP leadership model, anonymous data collection, reports with self- and others’ ratings per leader, results meetings and workshops.
Everything about running a leadership feedback with Survkit
Tell us about your survey.
A half-hour conversation is enough to clarify what your project needs and how quickly it can be delivered. No obligation, no preparation.