Employee surveys – such as WRAs, engagement surveys, and job satisfaction assessments – can be key tools for creating a better work environment and increasing employee engagement. However, the value of the survey results often depends on getting as many employees as possible to participate and share honest feedback..
A low response rate can paint a misleading picture of well-being and make it difficult to address real challenges. That’s why at GAIS, we always see a strong focus on the response rate whenever a survey is launched.
We’re frequently asked: What can we do to ensure a high response rate?
Here are five practical tips to help increase participation in your employee surveys:
1. Communicate the Purpose Clearly and Consistently
It’s crucial to clearly communicate why a employee engagement or WRA survey is being conducted. Explain how the results will be used to create concrete improvements in the work environment and why every individual’s input matters.
The message is simple: their answers make a real difference—not just for themselves, but for the entire workplace. Make sure to repeat this message through different channels to ensure it reaches everyone.
You can read more about how to effectively communicate the purpose and process in this blog post about the three key questions to ask in your employee engagement efforts.
2. Emphasize Anonymity and Safety
A common barrier to participation is uncertainty about whether responses are truly anonymous. That’s why it’s important to clearly explain that all responses are anonymous and how that anonymity is protected. Make it clear that all data is handled confidentially – and that no one can trace answers back to individuals.
Keep in mind that in WRA surveys, you can choose between anonymous and non-anonymous responses. This is clearly indicated for participants when they take the survey, but it’s still a good idea to communicate this up front.
You can also highlight that you’re using GAIS as your external provider, which helps build additional trust regarding anonymity and data security.
Find answers to frequently asked questions about anonymity and surveys in this guide.
3. Leadership Support is Key
Leadership backing is essential for creating engagement around a well-being survey. When leaders clearly support the survey, it sends a strong message that employee well-being is a priority.
Leaders can show support by mentioning the survey in meetings, emails, or even short videos.
Do You Have Employees Who Don’t Work Digitally?
The results of an employee engagement survey or workplace risk assessment (WRA) are most valuable when all types of employees are included and involved.
But how do you include employees who don’t work digitally on a daily basis or don’t have a work email?At GAIS, we offer various solutions that make it possible to include all types of employees.
Find out how in this guide.
4. Offer Incentives
Small rewards or encouragements can make a big difference in motivating employees to participate.
It doesn’t have to be elaborate – something as simple as cake for the department or a small competition can make the employee survey feel more positive. However, remember that the incentives should support the company culture and not feel like an obligation.
5. Follow Up and Share Results
Once the survey is completed, share the results openly and honestly with employees.
Explain which specific actions you will take based on the responses, and provide updates on how these initiatives are progressing. This feedback loop shows employees that their participation leads to real action, which can increase motivation to take part in future surveys.
Conclusion
A high response rate requires planning, transparency, and a focused effort from both management and employees.
By communicating clearly, creating a sense of safety, engaging leadership, considering incentives, and following up on results, you can build a culture where employee surveys become a natural and valuable part of work life and your workplace.This not only boosts the response rate but also strengthens the overall focus on well-being and collaboration within the company.
