survey response

How To Interpret Negative Feedback On A Survey

Survey Tips

No business likes to receive negative feedback. It certainly doesn’t feel good.

But, instead of getting defensive and angry, you can turn it into an opportunity for growth and change.

In this article, we look at how to interpret negative feedback on a survey so you can use it to improve your business.

First, let’s look at some steps you can take to evaluate your data.

Interpret the Data

First, you want to read through all of your survey data. Don’t make immediate conclusions because that comes later.

After the initial reading, you can begin organizing the results.

Next, you want to look for patterns in your data. Your online software can help you do this. See which responses were the most popular and note the outliers.

You should start to see a pattern. For example, perhaps more respondents were happy with one of your products, but not another. This is where you’d find what you needed to fix.

For some people, it helps to view the data in a visual format like graphs or charts. Make sure you’re looking at the data in the way that best helps you understand it.

Finally, decide what responses necessitate action from you and make a plan for taking care of the issues.

Really Listen

Your first step in interpreting any negative feedback is to really listen to what your customers are saying. It’s hard to do this right after you read the feedback.

So, take a step back, breathe and return to review it after you’ve calmed down.

Read the response carefully to make sure you understand exactly what your customer is telling you.

Respond to the Customer

If you know the name of the customer who responded negatively, you should contact the respondent within 24 hours.

It’s usually best to respond with a phone call, but if you don’t know the number, you can send an email.

It will mean a lot to your customer that you took the time to call and make things right.

Your goal is to do everything you can to remedy the situation with your customer. This isn’t the time to be defensive or angry. You want to turn an angry customer into a loyal one by the service you provide.

Make sure your customer knows how much you appreciate his/her taking your survey and providing you with feedback. Ask him to give you more information, then apologize and provide solutions.

Make Changes

Once you’ve analyzed your survey data and compiled both your positive and your negative feedback, you are well-poised to make some changes.

Take the negative feedback and discuss it with your team. Brainstorm ways you can prevent this type of feedback in the future while providing the best customer service possible.

You can also take this one step further and craft an email to your survey respondents, thanking them for completing the survey. Then, you want to let them know what steps you are taking to remedy their issues.

This lets all of your customers know you are serious about the survey and truly value their thoughts and opinions.

Final Thoughts

Perhaps the most important thing about your survey is that you do something with the results, both negative and positive.

It does you no good to send out a survey and ignore the data.

If things are going great, congratulations. But, don’t stop there. Ask yourself how you can make things even better.

When you get negative feedback, you must respond and take action. This shows your customers that you value their comments. It lets them know that as a business, you intend to improve your service and products.

Once you’ve taken the steps necessary to correct your mistakes, consider sending a second survey.

You can ask your customers specific questions that focus on the negative feedback you received from the first survey to find out if you’ve improved.

Surveys help you make the best decisions for your business. Are you ready to get started with your free Survey Town trial? Start with your free account today, and you can upgrade at any time.

Image: Jordan Ladikos on Unsplash

5 More Questions To Ask In A Customer Satisfaction Survey

5 Questions To Ask in a Customer Satisfaction Survey

Survey Tips

You’ll find that when crafting your survey, you have several options.

First, you can ask open-ended questions. These questions don’t necessarily have an expected response, and they allow the respondent to craft their own answers.

Another type of question is the matrix or closed-ended question. This type of question allows you to collect stats and come up with uniform data.

In this article, we look at five more questions to ask in a customer satisfaction survey, and we’re going to look at the matrix question. Let’s define it now.

The Matrix Question

Matrix questions allow you to aggregate stats because they ask respondents to evaluate one or more rows of items using the exact same column choices.

Using the matrix question, you can also use a rating scale, which is a variation of the Matrix question. This allows you to assign weights to each answer.

Now let’s look at five more questions to ask in a customer satisfaction survey using the Matrix question.

We look at how to phrase the questions and set up the rankings for the best results and which questions are ideal for your product or service.

#1: Matrix with Choices

You can compose a Matrix question that allows respondents to pick one answer per row.

For example, let’s say you just bought a car, and the dealer sends you a survey. One of your Matrix questions might look something like this:

The following qualities were important in my sales manager:

The list would include qualities like approachable, qualified, honest and believable, while the radio button options for each of the qualities would include options to check that include extremely important, very important, somewhat important, slightly important and not at all important.

By keeping your options short and specific, you’re more likely to get accurate responses.

#2: Matrix with Multiple Answers

In this question, your respondents can provide you with multiple answers.

Using the above example, you might revise the question. It would state, The following qualities are important in my: (select all that apply):

Then, for the options, survey takers are presented with a sales manager, finance manager, and general manager. For each of those rows, respondents can choose from approachable, qualified, honest and believable.

With just some slight re-working, you can find out how each member of your team performed during the sale of the car.

#3: Matrix with Drop-down Choices

Another option is to include a drop-down menu for respondents.

The question from the above examples could again be re-worked to look like this:

Select the team member you worked with, along with their name and let us know if they were helpful.

To accomplish this, you’d list each of the team members (sales manager, finance manager, general manager) vertically.

Then, in each of their corresponding rows, you provide drop downs for respondents to check the team member’s name and another one to click whether they were helpful.

#4: Matrix with Rating Scale

The Likert Scale allows survey takers to give a rating for the question on a scale from 0 to 10.

You would mark your scale by two endpoints from lowest to highest.

This type of question is especially helpful when evaluating products.

#5: Contingency Question

Finally, another option is the contingency question. You would ask this in a customer satisfaction survey to weed out people you don’t want responding to your survey.

For example, before sending respondents through to your Matrix question(s), you might ask them questions to find out if your survey still applies to them.

Final Thoughts

Matrix questions are a quick and easy way to build your survey. They are efficient and allow you to collect a lot of data in one question.

You do need to be careful when using them, though.

A table of Matrix questions can be overwhelming on a mobile phone.

So, let’s say you have six rows across, and respondents can choose from five answers. You can break each row up into its own question. You then end up with six separate questions that all have the same five possible answers.

This makes it easy for mobile phone users.

You also want to keep your Matrix questions short. In any given group, stick to five or fewer options. This helps ensure your respondents answer each row accurately, and that they don’t select the same answer for each question.

Matrix questions are overall a great way to get and interpret your survey questions. Just be careful to keep them short and simple to encourage accurate answers. (tweet this)

Surveys help you make the best decisions for your business. Are you ready to get started with your free SurveyTown trial? Start with your free account today, and you can upgrade at any time.

Image: Alejandro Garrida Navarro

What Makes Your Survey Statistically Significant?

Survey Tips

What is statistical significance? For some, the term can be misleading. So, before we answer the question, “What makes your survey statistically significant,” let’s determine just what we mean by the term. Let’s break it down:

The word significant to most of us means something is important.
For statisticians, significant means something is probably true, and it leaves nothing to chance.

Bottom line – in surveys, something that is significant is most likely probably true, but it doesn’t always have to be important. So, the “trueness” of your survey is what’s important.

According to one source, your survey is statistically significant when it is large enough to accurately represent the population sample being surveyed.

This brings us to the topic of this article. We’re going to look at how many people you need to respond to your survey for it to be statistically significant. In other words, how many respondents do you need to trust your survey results?

You’ll find there are a few things to take into consideration when considering if your survey is statistically significant.

Population Size

When we talk about population, this is the group of people to be surveyed. As your population grows, you can usually get a better response.

Sampling Error Tolerance

Ask yourself how accurate your results should be. If you are surveying your population with soft questions, your results don’t necessarily have to be spot on.

If you’re making major business and financial decisions, you have little tolerance for sampling errors.

Response Variance

Consider your survey as a moving object. If you begin your survey, and the responses are all very similar, then perhaps you don’t need to continue the survey.

If the answers are vastly different, you might continue with the survey, polling more and more of your population.

If the variance is large, you would continue to survey for more statistical significance.

Final Thoughts

Now that you know what makes your survey statistically significant, you want to know how many people to invite to your survey.

If you know your expected response rate, you can decide how big of a population to survey.

For example, if you want 100 responses, and you expect that 25% of the people will respond to you, you should invite 400 people to take the survey.

The math is straightforward: 25% of 400 people is 100 responses. Here’s another example:

If you want 1000 responses, and you expect that 30% of the population will respond, you should invite 3,333 people to your survey.

The formula is n (respondents needed) divided by the response rate percentage equals the number of surveys to send.

In the long run, it’s always better to invite more people then less, especially if you don’t know how many people will respond. (tweet this)

Surveys help you make the best decisions for your business. Are you ready to get started with your free Survey Town trial? Start with your free account today, and you can upgrade at any time.

Image: Mauro Mora

Getting The Right Feedback – The Impact Of Employee Engagement Programs

Survey Tips

According to a Gallup poll, employee engagement has been basically flat since 2000, and the number of engaged employees in the United States sits at just 32%.

Those are pretty discouraging numbers for many companies.

To help you increase your business’ employee engagement, we’re going to look at getting the right feedback – the impact of employee engagement programs.

First, let’s define it.

The Definition of Employee Engagement

Engaged employees care about your business, and they are committed to their work. In addition, they are even enthusiastic about their jobs and enjoy coming to work.

Your level of employee engagement has a direct correlation to the outcomes of your business and your overall financial success. (tweet this)

Your engaged employees are important for your bottom line because they wholeheartedly support your company, your mission and your vision.

Bottom line, employee engagement is the emotional commitment your staff has to your company and your goals.

When your employees are engaged, they work extra hours without being asked. They clean the bathrooms even if you don’t know they’re doing it. Engaged employees let that last customer in the door even though you’re already closed.

So, how do you know if your employees are engaged? You survey them.

The Employee Engagement Survey

Have you ever conducted an employee survey? They’re quite common for employees separating from a company, but many businesses don’t take the time to survey their current employees.

We advise you to conduct an employee engagement survey. It will show you how happy, or unhappy, your employees are, how invested they feel in your company, how they feel about morale, and if they are dedicated to your goals.

Here are a few more reasons to conduct an employee engagement survey:

Surveys give your employees a chance to voice their opinion. Surveys let your employees talk without fear of reprisal, and they get them involved in the inner workings of your company.
Surveys measure how engaged your employees are. You want to know how your staff feels about their pay, benefits, advancement opportunities, recognition systems, training opportunities and their overall work environment.
Surveys help you put together a strategy for improving overall employee engagement. You’ll most likely find a pattern in the survey responses so you can find ways to improve.
You’ll learn where you need to address leadership problems, office troubles and the general feelings about the office.
You can survey your employees several times during the year to see if you’ve improved from the first survey.

Essential Employee Engagement Survey Questions

To help you begin crafting your employee engagement survey, here are some questions you can consider asking in your first survey.

Ask employees if they know your strategic goals. Then ask them if they understand them.
Ask them if they know how the company is going about meeting its goals and objectives. Then, pose a question asking them what their role is.
You want to know if your employees see a clear link between their work and your business’ goals and objectives, so ask them.
Find out if they are proud to work at your company.
Ask them what they like best about their work.
Ask them what they like least about their work.
Craft a question to find out how they feel about their team and their team leader.
Ask them what inspires them to come to work every day.
Find out if they understand your company’s internal processes.
Ask them if they have enough information to get their work done each day.

Final Thoughts

Don’t underestimate the impact of employee engagement on not only performance, but your business.

The foundation of every successful business is firmly planted on the shoulders of engaged employees.

These are staff members who are dedicated to your mission, vision and goals. They are team members who’ll go above and beyond the call of duty even if no one is watching.

They are employees who are more productive, work harder and feel successful at their jobs. They enjoy coming to work each day.

Engaged employees care about the success of your business just as much as you do.

In today’s competitive work environment, isn’t it time you found out just how engaged your employees are?

Ready to get started with your free trial? Start with your free account today, and you can upgrade at any time.

Images: Crew

Have You Used Allocation Questions In Surveys?

Survey Tips

Choosing the right types of survey questions is critical to the design of your survey. The type of question you ask determines not only the type of data you generate, but the quality of it.

Have you used allocation questions in surveys? If not, or if you’d like some more information on them, we’re going to look at allocation questions and their usefulness in your survey.

What is an Allocation Question?

Allocate means to distribute something for a particular purpose or reason.

When it comes to your survey, you’re looking for respondents to tell you how much they’ll allocate.

For example, you might ask this question, “You have $100 to spend on three areas – marketing, operations and software. How do you allocate the $100?”

Allocation questions allow respondents to tell you things like how much time or money they’ll give to something.

You can pose questions across multiple categories. Consider this question, “How much time in a 24-hour day do you allocate to family fun, work, eating, sleep and chores?”

Again, you’re asking respondents to allocate something.

Good Allocation Surveys

When creating a survey with allocation questions, you’ll want to follow this basic design:

Limit your categories to three-five. After this, your data won’t be as reliable because you are asking respondents to think too much.
Your categories must be completely independent of one another. In other words, you don’t want to overlap them as this skews your data.

Final Thoughts

Online surveys open a wide world of actionable data. It’s always important to develop a survey that meets your needs as well as those of your respondents.

It’s your goal to ask the right types of questions at the right time to keep respondents engaged. (tweet this)

When you use allocation questions in a survey, you give your respondents freedom to choose and allocate their responses. The only requirement is that their answers add up to the number you specified – for example, $100 or 100 points.

Respondents will appreciate the freedom and flexibility to allocate their answers, while you’ll find your data is easily summarized and interpreted.

Surveys help you make the best decisions for your business. Are you ready to get started with your free Survey Town trial? Start with your free account today, and you can upgrade at any time.

Image: Elizabeth Lies

7 Survey Incentives That Get Respondents Every Time

Survey Tips

According to a survey by the American Statistical Association, surveys with incentives have a better response rate.

They tested a control group with no incentive, a group that was given $5 as an incentive upfront and a group that was told they’d receive $5 at the end of the survey.

Their data showed that the use of prepaid incentives not only increases response rates, but it increases the quality of the survey data.

What’s more, when offered the prepaid incentive, survey respondents were less likely to ignore a question and more likely to offer longer answers.

What does this tell us? It suggests that offering incentives is a valuable way to increase your response rates and the quality of your answers. (tweet this)

In this article, we look at seven survey incentives that get respondents every time.

#1: The Monetary Incentive

Have you ever been asked to take a survey that offered you money for doing so?

This is one of the most common types of incentives and the most successful.

When using a monetary incentive, it can come in several forms:

Cash (think PayPal)
Check (either mailed or e-Check)
Gift card

You’ll often find a higher completion rate when respondents are offered a cash reward.

Why is the return better? Survey respondents who are offered a cash incentive are more likely to complete your survey because there is a monetary reward. What’s more, they are more likely to feel compelled to take their time when responding to your survey because they feel obligated to do so.

How do you find the right amount of money to offer? First, look at your survey length. How long will it take to complete?

Then, think about your audience. If it’s college students, and it’s a five-minute survey, anywhere from $1-5 should suffice.

On the other hand, if the survey is sent to a professional group like doctors, and your survey takes 30 minutes to complete, your price should be significantly more – around $25-100.

#2: The Sample Product or Service

Knowing your audience is key to deciding what type of incentive you want to provide.

While cash is always a great idea, offering respondents a sample product or service is another way to give them what they want.

Let’s say you want to survey people to find out how they feel about your sports drinks. You’ve just developed a new flavor, and for completing the survey, you offer them a sample of the new flavor.

This can work if your respondents are your current sports drink customers, and they’re interested in trying new flavors.

Likewise, if you offer computer-type services, you might offer respondents a beta version of your newest software.

With this type of incentive, make it relevant to your company so it encourages your respondent’s continued business.

#3: The Coupon

Coupons are another often successful way to incentivize respondents.

Many businesses have success offering a 25% discount to people completing their surveys. This is often enough to encourage and grow your response rates.

The coupon or discount costs you less than offering a straight cash reward. Why? With a coupon, you are still driving business.

#4: The Charitable Donation

Again, you’ve got to know your target audience. For example, pick a charity that ties into your product line.

Let your customers know that for each survey returned, you’ll donate X amount to your favorite charity.

Your customers will feel good knowing that by completing your survey they did something good for the world.

In addition, you’ll provide a good feeling for your customers. In today’s world, people are more charitable than ever before, and they want to feel a part of something bigger than themselves.

This can be a good way to build good feelings for your brand while helping others.

#5: The Drawing

Another type of incentive is the drawing or raffle.

With this incentive, you tell survey respondents that for completing your survey they’ll be entered into a drawing to win something.

Popular items include gift cards, cash and iPads.

Just be sure the lottery incentive won’t break your marketing budget.

#6: The Whitepaper

You can also offer your survey respondents something tangible. For example, you can offer them something of value.

Let’s say you run a marketing business, and you are sending your survey to all of your retainer customers.

You might offer them a how-to manual, video or whitepaper that you aren’t offering anyone else for free.

While not the most enticing incentive, it can work for the right audience.

#7: The Giveaway

This type of incentive includes branded giveaways. We’re talking pens, cups, notebooks, etc. with your company’s logo.

You want to know your target audience well, and if you’re giving away something they find useful, this can work.

Things to Consider

Now that we’ve looked at survey incentives that get respondents every time, we’re going to provide you with a few more things to think about.

Know your budget. This is the most important thing to consider when deciding on an incentive. Make sure you can afford to give away the item you promised.
Decide if every respondent gets your incentive. You can also offer the first 200 respondents the incentive or even the lottery option giving them a chance to win the incentive.
Know your audience. When choosing your incentive, it’s vital that you can define this group of people. Offering an incentive that’s valuable is of utmost importance. If they don’t care about the incentive, it won’t matter.
Decide on your delivery method. You want to provide an incentive that is easy to redeem and one that doesn’t eat up your manpower.
Pick the time you’ll offer the incentive. Will you offer it before they complete the survey or after? Upfront surveys have been known to increase response rates because survey takers feel obligated to complete the survey.
Set up some form of quality control. This is especially true if your survey incentive is really valuable. You don’t want people completing it more than once.

To Conclude

If you aren’t sure where to start, you can begin with testing a few different incentives.

Begin with a small group of respondents and see if they respond. For example, if you decide to offer cash, test this out with half of your respondents. Then compare it to your control group and see if it made a difference.

Through testing you’ll know what works and what doesn’t. You might have to test a few times to find out which one works best for your target audience.

Surveys help you make the best decisions for your business. Are you ready to get started with your free Survey Town trial? Start with your free account today, and you can upgrade at any time.

Image: Annie Spratt

Why Bias Is The Biggest Survey Mistake

Survey Tips

What is survey bias?

Survey bias includes any error that occurs due to the design of your survey. Bias can occur when you write leading questions. It can occur when you survey the wrong population or one that isn’t equally representative.

Today we pose the question – “Why bias is the biggest survey mistake?”

We’ve put together a list of ways bias is detrimental to your survey and how it can skew your results so your survey is worthless.

Researcher Bias

When the person conducting the survey has an outcome in mind, researcher bias can sneak in.

While we all have our view points, researcher bias is a huge mistake and can affect the way questions are worded and the way results are interpreted.

The purity of your survey is important, so take steps to avoid researcher bias. Involve several people in the writing and review of your survey questions before sending it out.

Bad Sample

A bad sampling of the population is another reason bias is the biggest survey mistake because it doesn’t give you a representative view.

You’ll note in the most recent political polling and surveys that there is always a margin of error. This is to be expected, but you want it to be as small as possible.

From the beginning, focus on your sampling and make sure you survey a broad population for the best results.

Biased Questions

The final way bias enters into surveys causing faulty responses is through leading questions. Be sure your question doesn’t lead respondents to an answer by avoiding biased survey questions.

Asking a double barreled question is another way to introduce bias. Don’t ask two questions in one. Measure one item per question.

To Conclude

Bias is the biggest survey mistake you can make. (tweet this) To avoid it, take time when writing your questions and make sure you send your survey to a representative population.

It is helpful to involve others when creating your survey as they can review it with an open mind.

Surveys help you make the best decisions for your business. Are you ready to get started with your free Survey Town trial? Start with your free account today, and you can upgrade at any time.

Image: Simon Dalmeriv

10 Great Questions To Ask In An Employee Survey

Survey Tips

Did you know that globally only one in eight employees are actively engaged in the workplace? According to a Gallup poll, that’s only 13% of workers worldwide.

This has led to an increased commitment by businesses the world over to increase employee engagement through retention and morale boosting activities. It also begs the question, “Why the low engagement?”

To answer that question for your business, you’ll want to conduct an employee survey to find out. This is the only way to find out if your employees are satisfied at their job, and if not, what they’d like to see changed.

Now that you’re on board with sending surveys to your workforce, we’re going to look at 10 great questions to ask in an employee survey. First, let’s look at the important things you want to gather.

What You Want to Know

Your basic goal is to find out if your employees are happy and content with their job. You want to know if they are engaged and will continue to be so. And, finally, you want to increase their on-the-job performance and productivity.

To gather this kind of information, it’s a good idea to keep a three things in mind.

First, you want to know if your employees understand and connect with your company’s mission and goals. Just going about their business to get a paycheck doesn’t equate to an engaged employee.

Engaged workers are more productive, so you want to know if your employees are aligned with your company’s goals. (tweet this) Do they believe in your vision?

Bottom line – you want to know if they understand the link between your goals and their goals.

Second, you want to know how they feel about their co-workers. Are they committed to a team atmosphere?

Third, are your employees capable of doing their job, and do they feel they have the necessary competencies?

While your employees may feel like they are part of the team and adhere to your vision, if they don’t believe in themselves or need extra training, they are less likely to be engaged.

Now that you know to keep these things in mind when crafting your survey, let’s look at 10 great questions to ask in an employee survey.

#1: Question About Mission and Goals

Your employees are your best advocates, and to be engaged, they need to believe in your vision. You want to know if they are in it for the paycheck, or if they truly buy in to the products and services you offer.

Questions you might ask include:

Do you understand the mission and goals of the company? What are they?
Would you recommend our company’s products or services to a friend? Why or why not?
What do you think of our customer service?

#2: Question About Team Work

Team work is big in the 21^st century. Driven by the Millennial generation and their desire to collaborate, you’ll find that employees thrive in a team atmosphere.

When your employees work together with a healthy team, you’ll also find that each team member will go the extra mile to complete the project.

Tied into team work is your employees’ satisfaction with their peers. This is a good place to find out if they are all getting along and sharing the workload.

You want to know if your employees respect each other and manage conflict well. These questions help you gauge employee morale.

Questions you might ask include:

Are you a proud member of your team?
Does your team inspire you to work better and harder?
Do you think your team helps you get your work done?

#3: Question About Supervisors

A bad boss is the number one reason people quit a job. This is why including a question about your managers and supervisors is a good idea.

You want your managers to be supportive, not oppressive. Ask your employees how they feel and if they have any suggestions.

Questions you might ask include:

On a scale of 1 to 10, how comfortable do you feel giving feedback to your supervisor?
What are the strengths of your supervisor?
What are the weaknesses of your supervisor?

#4: Question About Appreciation

Engaged employees feel valued and appreciated. Yet, more often than not, employees feel underappreciated in the workplace.

You’ll encourage productivity among your employees if they feel appreciated and recognized for their hard work, so find out if they do.

Questions you might ask include:

Has your supervisor thanked you for a job well done in the last month?
On a scale of 1 to 10, how valued do you feel at work?
Have you received any recognition in the last month?

#5: Question About Growth

Another big reason, especially among the Millennial population, that people leave jobs is because they don’t feel there is an opportunity for growth.

So, ask your employees if they feel stuck.

Questions you might ask include:

On a scale of 1 to 10, do you feel there are growth opportunities?
Have you received training on a new skill this year?

#6: Question About Long-Term Goals

To help you plan for the future, you want to understand your employees’ career goals. This can also help you motivate your workforce and provide them with opportunities.

Questions you might ask include:

What do you want to be doing two years from now?
Do you see yourself working in the same position in two years?

#7: Question About Accomplishments

Along with growth and long-term goals, this question can help you see into the minds of your employees. Plus, it gives them a chance to toot their own horn.

Questions you might ask include:

What was your greatest accomplishment this year?
Was there anything you wanted to achieve but didn’t?

#8: Question About Job Specifics

Employees aren’t always comfortable voicing their concerns, so this can be a helpful question.

Questions you might ask include:

Which part of your job do you like best?
Which part of your job do you like least?

#9: Question About Help

Are you creating obstacles for your employees? If you don’t ask, you won’t ever know.

Question you might ask include:

How can the company help make your job easier?

#10: Question About Morale

Your employees want to enjoy the workplace, so a little fun each week is a good idea. Find out what their idea of fun is.

Questions you might ask include:

How can we make work more fun?
Do you like team-building activities?

Final Thoughts

When planning for your employee feedback surveys, you want to think of these surveys as a long-range plan. (tweet this)

We don’t recommend sending just one survey and thinking it will fix all of the problems at your company. One survey should be followed several months later, and then again a few months after that.

This allows you to gauge the change in response. Hopefully with enough time in-between surveys (but not too much), you’ll see some change in the answers.

Lastly, when crafting your survey questions, stick with a mix of closed-ended and open-ended survey questions. Take care not to lead your employees down a particular path, and ensure your questions aren’t biased.

Keep your surveys short and on target. Finally, once you’ve received feedback, be sure to act on it. Let your employees know the feedback you received, and what you’re doing to remedy any issues.

Surveys help you make the best decisions for your business. Are you ready to get started with your free Survey Town trial? Start with your free account today, and you can upgrade at any time.

Image: Jonathan Simcoe and Gilles Lambert