Employee surveys
Hear what your people need you to hear.
Employee engagement, culture and pulse surveys designed around the decisions you need to make. Spectrum supports the process from questionnaire design to findings, discussion and action.
Ask questions that lead somewhere
A useful survey begins with purpose. We clarify the decisions it will inform, the population it needs to reach and the level of reporting that will be useful. Topics can include leadership, communication, work experience, inclusion, wellbeing, development and confidence in the organisation’s direction.
Where we can help
- Engagement and employee-experience surveys
- Culture, communication and leadership feedback
- Short pulse surveys and follow-up measurement
- Onboarding and exit feedback
- Leadership-transition and change-readiness surveys
Reach office-based and deskless employees
An email link is not enough for every workforce. Spectrum has extensive experience administering surveys in person and on site. We can plan online, paper, tablet or hybrid approaches around shifts, locations, access and language needs. The aim is to make participation practical for the people whose experience matters.
Plan confidentiality before launch
We agree on what information will be collected, who can access it, how results will be grouped and how potentially identifying comments will be handled. Small groups require particular care. Participant communications should explain the actual process clearly; anonymous and confidential are not interchangeable promises.
Turn findings into focused action
A readout should distinguish consistent themes from isolated comments and show where the evidence is limited. We can help leaders discuss the findings, select a manageable number of priorities, assign ownership and communicate next steps. A later pulse can track the same questions after action has had time to take effect.
Frequently asked questions
Can you administer the survey independently?
Yes. Spectrum can administer an agreed survey process and communicate directly with participants. Access, reporting and confidentiality arrangements are defined for each engagement.
Do you share individual comments with management?
That depends on the agreed protocol and participant notice. We recommend an approach that protects respondents and avoids revealing identities through small groups or distinctive comments.
Can you work with an existing questionnaire?
Yes. We can review and administer an existing instrument or design a questionnaire for the project. Changes to questions can affect comparisons with previous results and should be considered carefully.
A useful first conversation
What would you like to change?
Tell Kyle about your team, your challenge and what a better outcome would look like. We’ll help you identify a practical next step.