TalentMap | Site FAQ
WebsiteLogin to CompassKnowledge BaseSpeak to Our Team
  • Welcome
  • FAQ
    • General
      • What is employee engagement?
      • Why measure employee engagement?
      • What makes TalentMap different?
      • How do we measure the effect of engagement on productivity?
      • High satisfaction vs. low engagement (or vice versa)?
      • How is the engagement score linked to satisfaction?
      • What is involved in an online executive team briefing?
      • Shouldn’t we focus on areas with low scores?
      • What is key driver analysis?
      • What is a driver of engagement and why is it important?
      • How are engagement drivers derived?
      • What size group is required to do driver analysis?
      • What is the purpose of focus groups?
      • How should disclosure of employee comments be handled?
      • What response rate should we try to achieve?
      • What statistical measurement is used?
    • Completing a Survey
      • Is the survey confidential?
      • Does the survey need to be completed all at one time?
      • Can responses be changed once submitted?
      • Is the survey mandatory?
      • Will the results be shared with staff?
      • Will the survey ask for demographic information?
      • Is demographic information collected on the survey?
      • How long is the survey?
    • Survey Design
      • Why survey?
      • What dimensions do you measure?
      • Do you have a library of standard questionnaires?
      • How long is the survey open?
      • Do you prevent duplicate survey responses?
      • How often should we survey?
      • How long should the survey be open?
      • How long does the survey process take from start to finish?
      • What are the main objectives when conducting a survey?
      • Why does TalentMap use a 5-point rating scale?
      • Should we survey contract or term employees?
      • When should I conduct a pulse survey?
      • What is the purpose of the neutral option?
      • Can I save my responses and complete the survey later?
    • Benchmark
      • What industries do you have benchmark data for?
      • What is a Benchmark and why is it important?
    • Support
      • What kind of support can we expect during each phase of the survey process?
      • Does TalentMap provide technical support?
      • What are post-survey coaching check-ins?
  • OUR PHILOSOPHY
    • Engagement
      • TalentMap's Definition Of Employee Engagement
      • Benefits Of An Engaged Workforce
      • Realizing Why It Pays To Engage
      • How our Engagement Drivers Differ from Most
      • 11 Benefits of a Professional Engagement Survey
      • Measuring Engagement
    • How to Act on Survey Results
    • Building A High Response Rate
  • SECURITY & PRIVACY
    • Is our data secure?
      • Why TalentMap Does Not Release Raw Data
    • Is the client aggregate survey data confidential?
  • CONSULTING SERVICES
    • Focus Groups
    • JumpStart Action Planning
    • Train-The-Trainer Workshop
  • GUIDES & CHECKLISTS
    • Guides
      • Stay Interviews
      • One-on-One Meetings
      • Employee Onboarding
      • 360 Leadership
      • Pulse Surveys
      • Focus Groups
      • Action Planning
      • Exit Interviews
    • Checklists
      • Organizational Readiness
      • Survey Program Design
      • Action Planning
  • WEBINARS
    • Return to Office: Strategies to Boost Employee Engagement and Productivity
    • How To Reduce Absenteeism & Presenteeism in the Workplace
    • Employee Engagement by Generation
    • How to Promote Praise and Influence Engagement
    • Creating an Effective Mental Health Strategy
    • Helping Management Better Connect with Employees
    • How to Recruit, Engage and Retain the Right Talent
Powered by GitBook
On this page

Was this helpful?

Export as PDF
  1. OUR PHILOSOPHY

Building A High Response Rate

PreviousHow to Act on Survey ResultsNextIs our data secure?

Last updated 1 year ago

Was this helpful?

A high response rate is vital to a successful survey program. TalentMap’s average employee survey response rate is 78%. Below are some ways to help you hit and even beat the benchmark average.

  1. SURVEY LAUNCH: Invite employees for coffee and donuts the day the survey launches to introduce, promote and build excitement around the survey. Inform them that the survey link will be in their inbox when they return and encourage them to take 20-25 minutes to complete it when they return to their desk.

  2. REMINDER EMAIL COUNTDOWN: A "countdown" to the survey end period helps give those people who haven't taken the time to complete the survey a friendly reminder to do so. You may want to send a reminder email (always include the link in the email for easy survey access) as detailed below:

    • One WEEK into the survey with a subject line "Only XX days left to tell us what you think".

    • The LAST 2 DAYS of your survey with a subject line "2nd last/final day to tell us what you think".

    • At NOON of your last survey day with subject line "This is your LAST chance to tell us what you think - Survey ends at close of business today".

  3. MANAGEMENT TEAM PROMOTING THE SURVEY: Another great strategy is to have the management team take a quick walk around the office promoting the survey and encourage those who haven't filled it out to do so. In addition, have each DEPARTMENT manager encourage their employees to complete the survey (encourages a "healthy" interdepartmental competition).

  4. HOLD A COMPANY CONTEST where everyone’s name goes in the draw only if you hit your target response rate of i.e. 80%. You could have a draw for sports events, restaurant certificates, pizza lunch, bottle of wine or even an IPOD.

  5. HOLD A DEPARTMENT CONTEST The department with the highest response rate at the end of the first week will have a pizza lunch.

  6. SURVEY CHAMPION promoting the survey. Do a quick walk around asking the employees if they have completed the survey.

  7. **SURVEY WIND DOWN **with coffee and donuts with a statement "Thanks for participating in the survey".

  8. ALLOW EMPLOYEES TO WRAP UP THEIR WORKING DAY 30 minutes ahead of time so they can complete the survey.

  9. CHARITY DONATION Communicate to employees that for every survey response the company receives, money (i.e. $2-$5) will be donated to the organization’s charity of choice.

|||

VIEW - Survey Response Rate Guide