➡️ An employee survey not only gives you insight but also concrete tools for improvement. McME provides you with insights into employee satisfaction, engagement, and well-being and helps you discover and address the root of the issues.
💰 Did you know…
… our employee surveys qualify for government subsidies?
Employee surveys at McME are...
Motivated employees who feel appreciated are the best ambassadors! But how do you know where you currently stand? How does your organization score on:
This module provides organizations with insight into how employees experience their employer across seven dimensions such as atmosphere, stress, growth and development, job role, quality of work life, and colleagues.
This module identifies risks of burnout and unwanted behavior and maps protective and risk factors within the HR Compliance, in accordance with prevention legislation.
This module measures personal and organizational engagement, maps drivers, and provides concrete tools to strengthen it. Additionally, it analyzes the benefits of engagement on three levels.
This module delves into themes such as stress, burnout, communication, leadership, and workability, with the possibility for customization and benchmarking against previous surveys.
☝️ Did you know…
… many surveys stop at insights, but only a few organizations—like McME—help turn those insights into structural improvements?
For a smooth implementation before, during & after an employee survey, our McME experts follow 10 steps. Ready to take the first step?
What do you want to measure? Consider workload, collaboration, leadership, development...
Consolidate the improvement points into an HR action plan for structural implementation.
Do you want to respond more quickly to your employees’ needs? Download the McME whitepaper and learn how to regularly and efficiently keep your finger on the pulse using pulse checks*.
🔍 What you can expect:
Our employee survey provides you with a clear picture of communication, motivation, stress, workload, satisfaction, and well-being. This gives you an honest mirror so you can make targeted improvements.
This gives you an objective starting point and lets you clearly measure, track, and map the impact of future (HR) actions. McME experts are ready to guide you through the next steps!
A well-founded questionnaire helps make decisions that are supported by the entire team. This way, change takes hold more quickly and you can be confident you’re making the right choices.
"A customized employee survey gives you the building blocks for a stronger organization."
A pulse survey or pulse check is a short, regular survey that organizations use to quickly and efficiently gather feedback from employees.
Pulse surveys consist of a limited set of questions that can be answered easily and quickly, often via, for example, smartphones.
GOAL: In combination with comprehensive “full survey” employee assessments, organizations can gain short- and long-term insights into their employees’ mood, engagement, and well-being, and respond promptly to any bottlenecks.
| Criteria | Pulse Surveys | Full Surveys |
|---|---|---|
| Frequency | Short-term and regular (e.g., monthly) | Comprehensive and less frequent (e.g., annually) |
| Length | Limited number of questions | Comprehensive set of questions for in-depth insight |
| Goal | Quick feedback on current topics and recent changes | Complete overview of satisfaction, engagement, and well-being |
| Accessibility | Simple and quick to complete via smartphones | Detailed surveys, usually via various devices |
| Focus | Focused on specific outcomes and identified drivers | Long-term trends, strategic insights, and benchmarking with previous surveys |
| Usage | Real-time monitoring of the impact of actions and changes resulting from the 'full survey' assessment | In-depth analysis and comprehensive reports for strategic decision-making |
Why measure and track employee engagement, satisfaction and well-being over time?
Satisfied and motivated employees are more productive; they ensure greater customer satisfaction and contribute to a positive perception of their company on the job market. Objectifying the perceptions that employees hold about the organization in which they work not only uncovers the pain points but, above all, makes it imperative to take action.
Does a survey provide more and different information than the insights gathered through personal conversations, such as performance reviews or positions adopted by union representation?
Organizations and companies that limit themselves to personal conversations run the risk of gaining a distorted—and even overly negative—view of what truly exists among their current staff:
In a survey, every employee is given an equal voice and will be able to express themselves on all aspects of working life.
A systematic, structural survey of staff and personal conversations are, however, complementary: personal conversations provide deeper insight into the underlying issues and the ways in which they can be addressed.
What is the difference between a survey measuring employee engagement, satisfaction, and well-being and the so-called “Culture Barometer” or an “Employee Engagement Survey”?
The classic design of an employee survey is often focused on measuring the basic dimensions of staff satisfaction such as “Task,” “Compensation,” and “Working Conditions.”
More and more, organizations also want to measure dimensions such as the company’s style and employee engagement, and track them over time.
Ideally, all of these dimensions are included in a single survey so that the interrelationships and coherence among them can be studied.
Do SMEs also benefit from surveys such as the McMe survey on employee engagement, satisfaction, and well-being?
For large and medium-sized enterprises, the benefits are clear. The scale of the company often makes it impossible to keep a finger on the pulse through individual conversations.
In SMEs, conducting surveys through individual conversations would indeed be feasible. However, in practice we now see more and more SMEs moving toward systematic employee surveys. The anonymity of these surveys ensures that SME employees feel free to express their opinions openly and honestly—even on aspects such as leadership style and collegiality, which in a personal interview with the SME’s director can often trigger many sensitivities. It is precisely this relative small scale of many SMEs that means employees do not fully dare to voice their opinions when asked in one-on-one conversations. In this case, an anonymous and reliable form of data collection provides the solution.
How often are the McMe surveys conducted?
Generally, these surveys are conducted every two years. This allows enough time to implement improvement actions and monitor their effects. Organizations experiencing rapid growth or major change processes sometimes benefit from measuring at a faster pace; in such cases, surveys at shorter intervals are possible. And because it’s crucial to actually “do” something with the results of these studies, organizations with a large workforce often choose to phase their surveys—for example, surveying manual workers one year and salaried employees the next.
The employee survey clearly mapped where our teams were struggling. With McME’s insights and guidance, we adjusted our workflows and provided additional support. Thanks to the pulse checks, we now regularly follow up on the results.
