⚠️ Prerequisite: Access to resource settings requires the 'Resource Access' permission.
Table of contents
✨ Overview
✨ Overview
A survey is a series of questions intended for the employee (boardee). It is used to collect feedback on their journey, for example.
💡 This article does not cover the "Experience Feedback" and "Exit Interview" surveys, which are standalone features within offboarding journeys (see documentation: Offboarding specificities).
⚙️ Create a survey
1. In your side menu, click on the Libraries > Resources tab, then click Create a resource.
2. Select "Survey"
3. First, fill in the title, the description (optional) and select the environment(s).
4. Click "Save" > you can now select the key moments of the resource, then click "Add a question"!
5. For each question, define:
- Its label
- Whether the answer is required or optional
- The answer format:
- Free text field: an open text entry area for the new hire
Rating scale from 1 to 10
Multiple choice
Single choice
For these last 3 options, you can optionally add a comment field so the boardee can provide an additional response.
6. Click "Save" then close the small modal to create a new question, and so on. Finally, you will need to save the survey.
7. Your survey is created! You can now add it to a template or directly into a journey. 🚀
🔎 Track survey responses
The selection of stakeholders who will have access to the employee's responses is done either at the template level or at the journey level, by clicking the small "✏️" icon.
✅ Once the survey has been completed by the employee, the selected stakeholders will see an action appear in their "My actions" page, inviting them to view the results.
👀 Responses are visible in two places:
- "Journeys" page > Click on the desired journey > "Feedback" section > "Surveys".
- "Analytics" page > "Reports" > "Survey tracking"
💡 Best practices
Clear titles: Choose explicit titles that clearly indicate the subject or objective of the survey.
Informative descriptions: To clarify expectations and motivate employees to respond honestly, you can add a brief description explaining how the feedback will be used.
⚠️ Avoid overloading in order to capture the essentials from your employees. We recommend including one survey during preboarding and 3 to 4 during the onboarding phase.
Also, limit the number of questions per survey to around ten at most. Focus on the key points you want to assess. Opt for several surveys rather than one with too many questions, as that will discourage your employees from completing it.
💭 Some inspiration
Introduction portrait (this or that): this allows the manager to share the portrait with their team to get to know their future colleague a little better, and gives the communications team verbatims for newsletter updates, etc.
To be sent during pre-boardingRecruitment process feedback: You can collect comments on the clarity of communications, the recruiter's responsiveness, the relevance of the questions asked during interviews, etc., in order to improve the recruitment process.
To be sent around the 1st weekImmediate feedback report: Make sure your employee is satisfied with their onboarding, has all the necessary equipment, clearly understands their responsibilities, feels well integrated into the team, and has access to the resources and information needed to do their job.
To be sent on the 1st day of the 2nd weekAstonishment report: You can ask new employees for their opinion on the quality of the welcome, the clarity of the information provided, the training offered, the company culture, the work atmosphere, and development opportunities. The feedback will allow you to make adjustments to improve the onboarding experience.
To be sent around the 8th weekIdentifying training needs: You can ask which skills or knowledge they would like to develop further, and what additional training they would like to pursue.
To be sent around the 12th week