Sending Surveys with Lattice Process Template

Types of Engagement Surveys

Lattice Surveys We Use

At our company, we use Lattice as our employee engagement survey platform. Lattice is an employee engagement and performance management software that allows us to send different types of surveys to gather feedback and insights from your employees.

Here are a few examples of the different types of surveys we send with Lattice:

1. Pulse Surveys: These are quick and regular surveys typically used to track employee engagement on an ongoing basis. They can include questions related to employee satisfaction, company culture, and specific aspects of the employee experience.
2. 360-degree Surveys: These surveys are designed to gather feedback from multiple sources, including an employee's managers, peers, and direct reports. These surveys can help to provide a more holistic view of an employee's performance and areas for improvement.
3. Exit Surveys: These surveys are used to gather feedback from employees who are leaving the company. This can be used to understand why they are leaving and how the company can improve the employee experience.
4. Employee Net Promoter Score (eNPS) Surveys: These are surveys that measure employee loyalty, engagement and their likelihood to recommend the company as a good place to work.
5. Onboarding Surveys: These are surveys that are sent to new hires during their onboarding process to help understand how they are adapting to the new role, company and what improvements can be made to the onboarding process.
6. Goal Setting Surveys: These are surveys used to understand employees goals and how the company can support them in achieving their goals.
7. Custom Surveys: These are surveys that can be created by the company to target specific questions or topics that are not covered by the other types of surveys.

Best Practices for Pulse Surveys

We conduct "pulse surveys"  to gather regular, ongoing feedback from employees. Pulse surveys are designed to be quick and easy for employees to complete, typically taking only a few minutes to complete.

Here are a few best practices for using Pulse Surveys in Lattice:

1. Clearly communicate the purpose and importance of the survey to employees.
2. Keep the survey short and focused, with a limited number of specific, targeted questions.
3. Use multiple choice and Likert scale questions to make the survey quick and easy for employees to complete.
4. Be consistent with the survey schedule, and make sure to follow up with employees after the survey is complete to provide information on how their feedback is being used and any actions that were taken as a result of their feedback.
5. Use Lattice's built-in analytics to track employee engagement over time and identify areas where improvements are needed.
6. Communicate survey results and progress to all employees, not just the leadership team.
7. Use survey feedback to drive action in the company, whether that be making changes to policies, procedures, or team dynamics.
8. Use survey feedback to drive coaching and development plans for the employees.
9. Follow up on the progress and changes implemented and surveying again to track the progress over time.
10. Encourage employees to provide qualitative feedback in addition to quantitative feedback, this can give more insights and nuance to the data.

Best Practices for 360-degree Surveys

360-degree surveys are a valuable tool for gathering feedback from multiple sources, including an employee's managers, peers, and direct reports.

Here are some best practices for conducting 360-degree surveys in Lattice:

1. Schedule the survey at regular intervals, such as semi-annually or annually.
2. Choose participants carefully, such as the employee's manager, direct reports, peers, and even customers.
3. Make the survey anonymous to encourage honest and candid feedback from all participants.
4. Ask specific, targeted questions about the employee's skills, performance, and areas for improvement.
5. Share the results of the survey with the employee and their manager, and use the feedback to develop coaching and development plans.
6. Follow up with employees to check in on their progress and see how they are doing with their goals.
7. Use the feedback obtained to make changes to the employee's role or the team dynamics, if necessary.
8. Re-survey employees after a certain period to track progress and see if the changes have had a positive impact.
9. Clearly communicate the purpose and process of the 360-degree survey to all participants, including the employee, their managers, peers, and direct reports.
10. Provide training to the employee on how to interpret and act upon the feedback received.
11. Use Lattice's built-in analytics features to track employee performance over time and identify areas where improvements are needed.
12. Ensure that the feedback is confidential and only shared with relevant parties and only used to improve the employee's performance.
13. Encourage open communication, and be open to feedback, even if it's negative.
14. Make sure the survey is easy to complete and not too time-consuming.
15. Use the data collected in the survey for benchmarking employee performance against industry standards and best practices.

Best Practices for Exit Surveys

Exit surveys are a valuable tool for understanding why employees are leaving the company and how we can improve the employee experience. Here are some best practices for conducting exit surveys in Lattice:

1. Schedule the survey to be completed during the employee's last week of work or within a month of the employee's last day.
2. Ask specific, targeted questions about the employee's experience, such as reasons for leaving, areas of dissatisfaction, and whether they would recommend the company as a good place to work.
3. Allow for open-ended feedback so that the employee can express their reasons for leaving in their own words.
4. Share the results of the survey with relevant teams such as HR, managers, and leadership teams, and use the feedback to identify areas for improvement and make changes to the employee experience.
5. Follow up with employees who have left the company to check in on their progress and see how they are doing in their new role.
6. Use the feedback obtained to make changes to policies, procedures, or team dynamics in order to improve the employee experience.
7. Analyze the data obtained from exit surveys to identify patterns and common reasons for employees leaving the company, and use this information to develop a strategy for reducing turnover.
8. Continue surveying exiting employees to track progress and see if the changes have had a positive impact on employee satisfaction and retention.
9. Clearly communicate the purpose and process of the exit survey to all employees, and ensure that they understand that their feedback will be used to improve the employee experience.
10. Share the progress made on employee satisfaction and retention with all employees to show the company's commitment to making positive changes.
11. Use Lattice's built-in analytics to track employee turnover over time and identify patterns and areas for improvement.

Best Practices for Onboarding Surveys

Onboarding surveys are a valuable tool for understanding the experience of new hires during their first few weeks on the job. Here are some best practices for conducting onboarding surveys in Lattice:

1. Send out the survey within the first few weeks of the new hire's start date, while their experience is still fresh in their mind and they can provide useful feedback.
2. Ask specific, targeted questions about the onboarding experience and the new hire's first impressions of the company. Questions could include things like the quality of training, the clarity of the onboarding process, and the new hire's overall satisfaction with the company.
3. Keep the survey short and easy to complete. It's better to have a higher response rate than a more in-depth survey with a low response rate.
4. Follow-up with new hires after the survey is complete. Share the results of the survey with them and let them know what actions the company plans to take as a result of their feedback.
5. Track the results of the onboarding survey over time and use the data to identify trends and areas for improvement.
6. Communicate the results of the survey to the relevant teams, such as HR, managers, and leadership teams to get their inputs on how to improve the process.
7. Use the feedback obtained to make changes to the onboarding process, whether that be making changes to policies, procedures, or team dynamics.
8. Re-survey new hires a few months later to check-in on how they are settling in and if the changes made to the onboarding process have had a positive impact.

By following these best practices, you can create an onboarding survey that effectively captures the new hire's experience and can be used to improve the onboarding process and help new hires feel welcomed and supported in their new role.

Best Practices for eNPS Surveys

Employee Net Promoter Score (eNPS) surveys are a valuable tool for measuring employee loyalty and engagement, as well as their likelihood to recommend the company as a good place to work. Here are some best practices for conducting eNPS surveys in Lattice:

1. Schedule eNPS surveys regularly, such as on a quarterly or semi-annual basis. This allows you to track trends and make data-driven decisions about how to improve employee engagement and loyalty.
2. Use a single-question format for eNPS survey, typically asking "on a scale of 0-10, how likely are you to recommend this company as a good place to work to a friend or colleague?"
3. Include open-ended follow-up questions such as "what would you change or improve?" or "why did you rate us that way?" to understand the reasons behind the score and focus on areas that need improvement.
4. Make the survey anonymous to encourage honest and candid feedback from employees.
5. Share the results of the survey with all employees and be transparent about how the company plans to use the feedback to improve the employee experience.
6. Track the results of the eNPS survey over time and use the data to identify trends and areas for improvement.
7. Use the feedback obtained to make changes to the policies, procedures, or team dynamics in order to improve the employee experience.
8. Re-survey employees after changes have been made to see if the changes have had a positive impact on employee engagement and loyalty.
9. Benchmark the eNPS score with industry standards to understand how the company is doing compared to others.

By following these best practices, you can create an eNPS survey that effectively captures employee sentiment and can be used to improve the employee experience and boost employee engagement and loyalty.

Best Practices for Goal-setting Surveys

Goal-setting surveys are a valuable tool for understanding employee goals and how the company can support them in achieving their goals. Here are some best practices for conducting goal-setting surveys in Lattice:

1. Schedule goal-setting surveys at the start of the year, or at regular intervals, such as semi-annually, in order to track progress over time.
2. Ask specific questions about the employee's personal and professional goals and how the company can help them achieve those goals.
3. Allow for open-ended feedback so that employees can express their goals and concerns in their own words.
4. Share the results of the survey with all employees and be transparent about how the company plans to use the feedback to improve the employee experience and help employees achieve their goals.
5. Track the results of the goal-setting survey over time and use the data to identify trends and areas for improvement.
6. Use the feedback obtained to develop coaching and development plans for employees.
7. Follow up with employees to check in on their progress and see how they are doing with their goals.
8. Re-survey employees to check in on their goals at regular intervals in order to track progress and make adjustments as necessary.

By following these best practices, you can create a goal-setting survey that effectively captures employee goals and can be used to improve the employee experience and help employees achieve their goals. Additionally, Lattice's performance management feature also allows you to align these goals with the company's goals, have regular check-ins, review progress and provide feedback.

Sending Out Surveys

Process for Sending Out Surveys

Here’s how to send any type of survey using Lattice:

1. Before sending an engagement survey, review and finalize the survey questions and response options, and ensure that they are aligned with our engagement goals and objectives.
2. Log in to Lattice using our unique username and password.
3. Navigate to the "Surveys" section of the Lattice dashboard, and click on the "Create Survey" button to create a new survey.
4. Enter the survey title and description, and add the survey questions and response options using the Lattice editor. You can add different types of questions like multiple choice, Likert scale, and open-ended questions.
5. Configure survey settings. You can set up how often the survey will recur and for how long the survey will be open for.
6. Select the employees or teams you want to send the survey to.
7. Select the email schedule to set the day and time of the email send-out.
8. Hit the "Launch Survey" button to make the survey live.
9. After the survey goes live, monitor and analyze responses in the "Insights" section. Share the results with relevant stakeholders, including senior leadership and managers.