Survey Design Best Practices, Pt 1
After an extensive search through industry-related websites and media platforms, details about the best practices for external survey design benchmarking, with a specific focus on employee engagement surveys in the tech or media industry do not appear to be available in the public domain. However, the research team was able to gather valuable insights about the best practices for survey design in general. Details regarding these practices have been provided below.
Survey Design Best Practices
- Surveys should be between 5 and 10 minutes to keep the respondents engaged. The length of a survey can have an impact on the response rates of employees. It is important to take into consideration that an employee goes out of his way to fill out a survey; therefore, their time should be taken into account.
- Technical jargon such as human resource terminologies should not be used in employee surveys. Simple language should be used to ensure that all employees understand the questions.
- Close-ended questions should be used in surveys because they make data analysis easier. In addition, respondents can easily answer these questions within a short time. Closed-ended questions could be checkbox or multiple choice questions.
- Images should be used in employee engagement surveys since they drive engagement. Long paragraphs can be broken down with icons and images that make the survey visually appealing. Examples of images can be emojis and graphic sliders.
- Surveys should not have leading or biased questions. Questions should not influence responses in a manner that alters a respondent’s actual experiences.
After an extensive search through media platforms and industry sites, such as Survey Monkey, Qualtrics, and People Goal, we did not find the requested information. We initially attempted to focus on employee engagement surveys in the tech or media industry but our search proved to be futile. In addition, we attempted to look at Fortune 500 tech and media companies and their best practices when it comes to external survey design benchmarking for employee engagement surveys and use them as proxies, however, no relevant or useful information was found. For these reasons, we concluded that the information is not available in the public domain.