Surveys

By Sushmitha and 1 other

• 9 articles

Create and Customize Surveys in Peoplebox

Click here to watch the video! 1. Navigate to Surveys Module On your homepage, click the Surveys icon located on the left side of your homepage Navigate to Surveys Module 2. Start Creating a Survey Click the Create Survey button to begin the survey creation process Start Creating a Survey 3. Choose Create From Template Option After clicking the Create Survey button, you will see two options to create a survey: Create from Scratch and Create from Template. Select Create from Template to choose a pre-designed survey template Choose Create From Template Option 4. Select Leadership and Culture Template After clicking the Select from Template option, you will see various templates organized by categories, along with the number of questions each contains. Choose any template topic you want to use for your survey Select Leadership and Culture Template 5. Add Questions from the Template After selecting a template, all the questions from that template will appear on the right side of the screen. Below the questions, you will see a Select Template button in blue. Click this button to add the questions from the template to your survey Add Questions from the Template 6. Enter Survey Title After selecting the Create From Template option, In Step 1 config of survey creation you need to enter the title of your survey Enter Survey Title 7. Questions Added from Template All the questions from the selected template will be displayed in the Step 2: Questions section Questions Added from Template 8. Create Survey from Scratch To create survey questions from scratch, select the Create From Scratch option. This allows you to build your survey by adding your own custom questions without using a template Create Survey from Scratch 9. Click Add Custom Questions If you choose Create from Scratch option, an empty form will open in Step 2: Questions section. Click Add Custom Question on the right-hand side to create a custom question for your survey Click Add Custom Questions 10. Add the Question In the Question Title field, enter the question you would like to add to your survey Add the Question 11. Select Question Type After entering the question, select the question type you want to use. There are four available options: 5-scale rating, Open text, Multiple choice (single select), and Multiple choice (multiple select). Choose the appropriate option based on your requirement Select Question Type 12. Select Question Category / Driver After selecting the question type, choose the category or driver under which your question falls. These categories act as sections and include multiple drivers present in the system. Select the most appropriate one from the available list Select Question Category / Driver 13. Add Question to Survey After adding all questions and selecting the question type and category, click the Add Question to Survey button to include the question in your survey Add Question to Survey 14. Question Added to Survey After clicking Add Question to Survey, the question will be added to your survey. In the example image, Company Policies (shown in light blue) is the driver you selected for the question, and I Understand the Company’s Mission, Vision, and Goals is the question. The Question Type column will display 5-Scale Rating, which is the question type you selected Question Added to Survey 15. Edit Survey Question You can edit any question you have created by clicking the Edit option next to the respective question Edit Survey Question 16. Delete Survey Question You can delete a question from the survey if you no longer want it included. Click the Delete icon next to the respective question to remove it Delete Survey Question 17. Add More Questions If you want to add more questions to the survey, click Add Custom Question Add More Questions 18. Configuring Multiple Choice Question Types If you select the question type as Multiple Choice (Single Select), you must add multiple options under the Options field. By default, one option is displayed. To add more options, click the “New option” link shown in blue. To include an “Other” option, click the “Other” link displayed in blue. Please note that when Multiple Choice (Single Select) is enabled, users responding to the survey will be able to select only one option. If the question type is set to Multiple Choice (Multiple Select), users will be able to select multiple options while responding to the survey. The process for adding new options and enabling the “Other” option remains the same as for the single-select question type Configuring Multiple Choice Question Types 19. Add Question to Survey After adding all the required options for the Multiple Choice question type and selecting the appropriate category, click Add Question to Survey to include the question in your survey Add Question to Survey 20. Adding Questions from the Peoplebox Library A set of predefined questions is available in the Peoplebox Library. You can add these questions to your survey as well. Please note that questions added from the Peoplebox Library are not editable. To include a library question in your survey, click the “Add” button displayed under the respective question Adding Questions from the Peoplebox Library 21. Preview the Survey Once all survey questions have been added, you can preview how the survey will appear to users. Click the Preview button to proceed. When you click Preview, two options are available: Launch Preview: Allows you to view the survey yourself and see how it will appear on the user screen. Send Preview: Allows you to send a preview of the survey to other admins for review. This helps ensure the survey appears as intended before it is shared with users Preview the Survey 22. Using Launch Preview to Test the Survey If you click Launch Preview, a new window will open displaying the preview link. Click Launch Preview again to see how the survey will appear on the user screen. You can also try answering the survey questions, but please note that these responses will not be recorded, as this is only a preview Using Launch Preview to Test the Survey 23. Sending a Survey Preview to Others If you select the Send Preview option, follow these steps: Select the channel through which you want to send the preview (it can be Email or Slack). Add a custom message if you wish to include any additional information. Select recipients who should receive the preview Note: You can choose a maximum of three recipients for the preview Sending a Survey Preview to Others 24. Sending the Survey Preview After selecting the channel, adding a message, and choosing the recipients, click the Send Preview button. This will send the survey preview link to the selected recipients Sending the Survey Preview 25. Proceeding to Add Survey Participants After adding all survey questions and completing the survey preview, click the Next button to move to the next step, where you will add the participants who are to take the survey Proceeding to Add Survey Participants 26. Add Participants to the Survey In Step 3: Participants, you need to add participants who will take the survey. To do this: Type the name of the participant you want to add in the search bar or Tick the checkbox next to the participant’s name. Once the checkbox is selected, the participant will be automatically added to the list on the right side of the screen. Example: In this screenshot, we have ticked the checkbox next to Alagu, and Alagu appears under 1 person added on the right side of the screen. Important Note: You must add at least 3 participants to create the survey. If less than 3 participants are added, the system will not allow you to create the survey. Please ensure you select a minimum of 3 people to schedule a survey Add Participants to the Survey 27. Adding Participants Using Filters If you want to add participants based on Department, Location, Tenure, or Managers, you can use the Filter option. Click on Filter and select the relevant category to add participants according to your desired criteria. After adding all the participants, click the Create button to proceed to the next step, where you will launch the survey to the selected participants Adding Participants Using Filters 28. Survey Ready to Launch After clicking the Create button, the Survey Ready to Launch screen will open. On this screen, you have the option to preview the survey or edit it if needed before launching it to the participants Survey Ready to Launch 29. Launch Survey Once you have added all questions and participants, and are ready to proceed, click Launch to start the survey Launch Survey 30. Selecting the Channel and Customizing the Message After clicking Launch, you will be prompted to select the channel for sending the survey, either Slack or Email. Choose the channel through which you want to launch the survey Selecting the Channel and Customizing the Message 31. Scheduling the Survey Launch After customizing the message, the next step is to schedule your survey launch. In this step, you define when you want the survey to be sent: Instant Launch: Select this option if you want the survey to be launched immediately. Schedule for Later: Select this option if you want to launch the survey at a later date and time. If you choose this option, you must specify the date and time for the survey launch. On the scheduled date, the survey will be automatically sent to the participants Scheduling the Survey Launch 32. Launch the Survey After choosing the launch option, click the Launch button to start the survey Launch the Survey 33. Survey Status After Launch Once the survey is launched, it will appear as active in green color within your Survey module, as shown in the screenshot Survey Status After Launch

Last updated on Feb 05, 2026

How to Check Survey Participation in Peoplebox

Click here to watch the video! 1. Open Surveys Module Click on the Surveys module available on the homepage Open Surveys Module 2. Open a Survey Once you click on the Surveys module, a list of available surveys in Peoplebox will be displayed. Click the Open button next to the survey for which you want to view participant details Open a Survey 3. View Overall Survey Participation After opening a survey, click Insights. Under Insights, you will see the Participation section. In this example, the total participation is shown as 73%. This means that 73% of the participants have completed the survey Below this, you will see 8 out of 11 participants: - 8 represents the number of participants who completed the survey - 11 represents the total number of participants in the survey The 73% is calculated as follows: 8÷11∗100=72.72 which is rounded off to 73% View Overall Survey Participation 4. Analyze Department Participation Next, you will see the Department-wise Participation section. This section displays survey participation based on departments In this example, there are three departments: Marketing, Software, and Customer Support Above each department name, you will see a horizontal bar chart with a scale ranging from 0 to 100 - Marketing shows the highest completion rate at 100% - Software and Customer Support both show a completion rate of 67%, which appears between the 60% and 80% marks on the scale These values represent the survey completion percentage for each department Note: For a department’s completion percentage to be displayed in this section, there must be at least 3 participants from the same department in the survey. If a department has fewer than 3 participants, it will not appear in the Department-wise Participation section Analyze Department Participation 5. Hover to View Each Department's Participation Details If you want to see participation details for each department, for example, the Software Department, you can hover over the department name in the Department Participation section When you hover over a department, it will display: - The department name - The total number of participants in that department - The number of participants who have completed the survey For example, in the Software Department, there are 3 participants, of which 2 have completed the survey Similarly, you can view participation details for other departments by hovering over their respective bars Hover to View Each Department's Participation Details 6. Check Manager-wise Participation The Manager Participation section shows which direct reports under a manager have completed the survey A horizontal bar chart is shown for each manager, with the scale ranging from 0 to 100 For example, in the image, Tim's name shows a 100% completion rate, which means all of Tim’s direct reports included in the survey have completed their survey Check Manager-wise Participation 7. Hover to View Manager-wise Participation Details If you want to see participation details for each manager, you can hover over the manager’s name in the Manager Participation section When you do this, it will display: - The manager’s name - Participation details, including how many participants have completed the survey and the total number of participants under that manager For example, in the image, the total participants under a manager Phil are 3, and 2 participants from Phil’s team have completed the survey This allows you to quickly view survey completion at the manager level Hover to View Manager-wise Participation Details 8. Open Participation Overview If you want to see more detailed participation information, click on the Participation tab present inside the survey. This will provide a breakdown of participants and their completion status Open Participation Overview 9. View Completed Responses In the Participant Overview, you can see a doughnut chart representing survey completion: - Green section: Represents participants who have completed the survey. You can view both the count and percentage of completed participants under the Completed section. For example, the chart may show 73%, with 8 participants indicated in brackets who have completed the survey - Dark orange section: Represents participants who have filled the survey but not yet submitted it. These are in Draft or Partial status. You can see the count and percentage under the Partial section - Gray section: Represents participants who have not started the survey. You can check the count and percentage under the Not Started section This allows you to quickly understand survey completion status, draft/partial responses, and participants who have not started View Completed Responses 10. View Participation by Groups You can view survey participation by different groups, such as Departments, Managers, Locations, Divisions, or Business Units To do this: - Select the group you want to view - After selecting, a bar chart will be displayed showing participation based on the group you have selected This allows you to quickly analyze survey completion across different organizational segments View Participation by Groups 11. Group Participation by Departments If you select Departments, it will display department-wise survey completion data along with the completion percentage for each department Group Participation by Departments 12. Download Group-wise Participation Data If you want to download the group-wise participant data in CSV format, click on the Download icon as shown in the image Download Group-wise Participation Data

Last updated on Feb 05, 2026

How to add custom questions to engagement surveys?

- While you can use our well-researched questions, you can also choose to add your own questions in the engagement survey. - To add new questions, start with setting up the survey! - You can either choose to create the survey from scratch or choose an existing template. Then click on "Add Custom Question". - Type your question in the given space. Select the type of question (5 scale rating or open text) and the driver/category. Then, click on "Add Question to Survey". - If your new question is similar to any of our existing questions, you can click on "Add this instead", and our existing question will be added.

Last updated on Oct 21, 2024

Engagement Survey Analysis

- On the left sidebar of your dashboard, click on the "Surveys" icon. - Open the "Survey" you want analytics for. - In the "Insights" section, you can get a quick overview of the data captured in the survey. - In the "Participation" section, you can view the total participation percentage, broken down by Department and Manager. - Under the "Questions" section, you can view the questions included in the survey along with the survey responses. - The Heatmaps help you analyze scores across various data cuts. You can use various filters to customize the view in the heatmaps. - Under the "Participation" tab, you will be able to see in-depth analysis of the participation. - You can also view the participation status of employees in the survey and send them reminders.

Last updated on Oct 21, 2024

Where to view & reply to open text messages?

- The open text messages are always anonymous. When you reply to any message, the employee gets a notification with your name and the reply you sent. - Even if multiple replies are exchanged on the "Messaging" page, the employee's name will not be revealed in order to maintain confidentiality. - To reply, navigate to the "Messages" section in the Surveys. - On the left panel, you will see the total number of open text messages received. Click on "Sent" to view the replies sent to open text messages. - To reply, go to the dropdown labeled "Click here to reply" below each message. You can either choose your reply from the suggestions given or type your own reply. - Lastly, if you expect the conversation to continue, click on "Send". If the matter is resolved and no further communication is needed, click on "Send & Close".

Last updated on Oct 21, 2024

Creating Custom Reminders

- On the left sidebar of your dashboard, click on the "Surveys" icon. - Open the "Survey" you want to work on. - Navigate to the "Participation" tab. - Select the participant you want to send a reminder to, and then click the "Remind" button. - Select a channel for sending the reminder: "Slack" or "Email Notification". You have the option to customize your message as well. - You can send the reminder instantly or schedule it for a specific time and date. - After selecting the recipients, click "Launch," and the reminder will be sent to the participants according to your scheduled launch.

Last updated on Oct 21, 2024

Peoplebox Engagement Framework

How do we define engagement? Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put effort into their work. Engaged employees experience a fulfilling & rewarding work life. We have identified 11 psychological drivers which foster engagement and connection. These drivers cover individual, group & organizational level behaviours that set a positive work environment & culture. What is the Peoplebox Engagement Framework? Our employee engagement survey is based on 11 psychological drivers that each have 3 sub-drivers under them. The sub drivers are enablers of employee engagement, supported by several organizational behaviour & management theories. These enablers help us understand specific behaviours that promote engagement. At the core of employee engagement we have found factors like emotional commitment, connection, motivation are proven to impact the workplace positively. How do we measure the scores? eNPS scale Our survey contains one question that measures engagement using an eNPS scale as data tracked from our users allows for robust visualization- Detractors, Passives, and Promoters. In other words our tabulation gives us insights on both individual and aggregate levels that can be used to understand change over time and specific trigger reactions. eNPS is a scale that is used to measure in competitive landscapes and provide a basis of comparison to benchmark their scores in relation to the competitors in their industry. Five point scale Our survey assesses 11 psychological drivers using a 5 point scale to quantitatively measure a respondent’s agreement, satisfaction or behavioral frequency with a question. Our survey users must experience a seamless and we use the 5 point scale for the following reasons: 1. They are well reciprocated by both the user & receiver. 2. A point scale allows us to collect granulated data that reflect beliefs & perceptions which enhance insights. Cumulating scores provides attitudes and behaviours that can be primed with actionable feedback. 3. This holistic view allows us to cater to diverse mindsets & feelings, eventually leading to sharper analysis, areas of improvement & a clarity on behaviours that are doing well. We have adapted the Likert - Strongly Disagree, Disagree, Neutral, Agree, Strongly Agree into a 5 Point Scale - (Not at all)1 2 3 4 5(Absolutely), asked by a chatbot. However, unlike the eNPS, 5 point scales are effective in measuring sentiments, saves time and offers a large range of analytical data. In our survey we use in moderation a good mix of both scales to offer valuable insights that lead to actionable feedback. Key Outcome (Engagement) Our survey measures the extent of psychological connection experienced by an employee towards their organization using psychological drivers followed by feedback designed to enhance engaged behaviours. 1. How likely are you to recommend your company to your friends & family? 2. How happy are you working at your company? 3. How likely are you to see yourself working at this company 12 months from now? The 11 key drivers that drive this outcome are: 1. Collaboration 2. Connection 3. Inclusion 4. Goal Setting 5. Career Growth 6. Manager Support 7. Infrastructure & Resources 8. Recognition 9. Role Clarity 10. Personal Well-being 11. Leadership Drivers and questions 1. Manager support is the extent to which a manager enables ease of work & relationship with their subordinates peers. Level of trust, communication extended between an employee and manager as well as active involvement is measured. Mintzberg (2009), conducted a study where he found 3 of 9 most important managerial characteristics to be managing resources, handling conflict & organizing information were dependent on manager trust, communication & involvement. 1. Overall Motivation: How motivated are you to work with your manager? 2. Manager participation: Do you believe your manager helps you to succeed at work? 3. Expertise: Do you feel that your manager provides the expertise to support you at your organization? 4. Open communication: Do you think your manager is open to receiving criticism? Open Text Question: What could your manager do to make your work experience more meaningful for you? 2. Role Clarity is the degree to which not only employees have a clear understanding of their tasks, responsibilities and processes at work. These questions help understand mutual expectation, assess whether employees are receiving specific actionable feedback & maintain manageable workloads. (JDR model, Hackman & Oldham). 1. Task allocation: Do you feel well-informed about your expectations at work? 2. Actionable feedback: Do you think you get actionable feedback on your work? 3. Managing job demands: Would you say that your workload and goals are manageable? Open Text Question: What is the most meaningful part of your job? 3. Leadership is the perception of a leader's style of working, actions taken and overall direction in the company. The questions measure employee’s beliefs about leader perception, involvement in work & company direction. (Nembhard & Edmonson, 2006) found that employee belief about fairness & transparency; the extent to which a leader is involved & accountability foster positive work environments. 1. Direction & Strategy: Do you think your leaders are taking the company in the right direction? 2. Listening: Do you think your leaders listen to feedback? 3. Leader accountability: Would you say that your leaders walk the talk? Open Text Question: Name one thing you would do differently as a CEO? 4. Collaboration Collaboration means people coming together to complete tasks or achieve goals through their work. We measure individual involvement, ease of collaboration among teams and support extended by the organization. Biswas & Bhatnagar (2013) found a link between collaboration & work engagement. 1. Intra-team collaboration: Do you and your peers collaborate well together? 2. Inter-team collaboration: Do you feel there is good cross team collaboration? 3. Culture of Collaboration: Do you feel that your organization has a culture of collaboration? Open Text Question: How can we improve team collaboration? 5. Connection measures bond between fellow peers, how much they care for eachother, casual camaraderie at work. Trust and care among employees creates stronger bonds Brown & Leigh (1996). A friendly workplace is said to show high levels of employee engagement. 1. Camaraderie: Do you think you have a connection with your co-workers beyond your work? 2. Community: Do you feel you share common interests with your peers at work? 3. Friendly environment: Do you feel your organization encourages building friendship? Open Text Question: What makes you feel connected to our company? 6. Inclusion is the freedom to express views and feel accepted & have those suggestions be appreciated or valued. Measure of how safe employees feel to be themselves at work. (Frazier et al, 2017) in a study found inclusion & psychological safety to be predictors of workplace engagement. 1. Emotional safety: Do you feel safe to voice your thoughts, regardless of the consequences? 2. Belonging: Do you feel like you can bring your true self to work? 3. Equality : Do you feel that everyone is treated equally at work? Open Text Question: What could we do to improve diversity and inclusion in our organization? 7. Goal setting is the ability to determine, set individually and familiarise others of the same. Goal setting measures clarity of goals, inclusion in goal setting & realistic goals. Brown & Leigh, 1996 found that employees who were actively involved & set realistic goals were engaged at work. 1. Clarity of goals: Do you believe that your goals are clearly defined? 2. Inclusion in goal setting: Do you believe that your opinions were considered in setting your current goals? 3. Individual-organizational goal alignment: Do you believe that your personal goals and organizational goals are aligned? Open Text Question: How can we set goals more realistically? 8. Infrastructure & resources is the measure of material resources & involvement provided by the company to make (JDR, Hackman & Oldham) a physical environment conducive for work. Here employee’s belief about their infrastructure having a positive effect on their work & wellbeing is assessed. 1. Organizational support: Do you think your organization has provided you with all the resources you need to accomplish your tasks? 2. Resources allocated: Do you feel that your work resources are helping you learn? 3. **Request for resources:**Do you believe if you need any resources, your company acts quickly to provide for it? Open Text Question: Is there anything in your work world that’s causing frustration or delays? 9. Career growth is the overall experience of being challenged & achieving goals to express your work style to learn along your career. Measures the opportunity to showcase strengths, learning and future career path. ERG Theory by Alderfer says that opportunities to display strengths, promote employee learning are linked to engagement. 1. Growth: Do you feel like your job enables you to grow and learn new skills? 2. Learning & development: Do you think that you are learning and growing through your opportunities? 3. Clarity of career trajectory: Can you see a clear career path for your future in this organization? Open Text Question: What are some learning & development opportunities your organization can provide to help enhance your career? 10. Recognition is the extent to which employees feel appreciated and acknowledged for their contributions. Our scale measures recognition across employee beliefs about the culture of recognition, acknowledging achievements & understands what is celebrated. 1. Achievement: Do you feel your work is being recognised? 2. Manager recognition: Do you feel that your manager often recognises your contribution? 3. Culture of celebration: Do you believe that your company has a culture of recognition & celebration? Open Text Question: How can your company celebrate your contribution better? 11. Personal well being is the extent to which one feels happy, healthy and comfortable at work. Here we aim to understand work disconnection, exhaustion & perception of company's efforts into employee well being (Maslach, MBI, 1986). 1. Work disconnection: Do you fully disconnect from work after your workday? 2. Physical wellbeing: Do you feel you are leading a healthy physical life? 3. Company's efforts : Do you feel your company is invested in employee wellbeing? Open Text Question: Which company value would you like to embody more? FAQs How should I run this survey? There are 3 ways to run the survey: 1. Recommended - Pulse survey - 4 questions - fortnight, recycled quarterly: You can ask 4 questions to your team every fortnight through slack. This would ensure you don’t over-burden your team at the same-time you get good participation. 2. Baseline survey - 12 questions - once in quarter: We’ve designed in a way that the first question is a pivotal question in all the drivers. So you can pick the first question in each driver along with the eNPS question at the first - you will have a survey with 12 questions for your baseline data. 3. Exhaustive survey - 44 questions - once in 6 months: You can create a survey with all of the above questions in one survey and send it every 6 months. This will be taxing for your employees and we do not recommend this. How should I analyze the results? With pulse surveys, it is important to disseminate the results earlier. Prefer sharing the responses with your organization managers earlier. What is a good participation rate? Usually a good participation rate is 75%. If there is a participation rate of 100%, be aware if it is through coercion which might change the quality of responses. A good analogy is to compare voting turnout in healthy democracies. How do I ensure a good participation rate? The simplest way to ensure good participation is to let the team know that they are being heard. Acknowledge the scores in meetings - Townhalls, team-meetings and 1-on-1s. Embed them in your process, that would ensure your pulse surveys have good participation. References Collaboration 1. Biswas, S., & Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, PO fit, organizational commitment and job satisfaction. Vikalpa, 38(1), 27-40. 2. https://journals.sagepub.com/doi/abs/10.1177/0256090920130103 Connection 1. Kiefer, S. M., Alley, K. M., & Ellerbrock, C. R. (2015). Teacher and peer support for young adolescents’ motivation, engagement, and school belonging. Rmle Online, 38(8), 1-18.Teacher and Peer Support for Young Adolescents’ Motivation, Engagement, and School Belonging 2. Psychological Climate Measure (PCM; Brown & Leigh, 1996). Shuck, B., Reio Jr, T. G., & Rocco, T. S. (2011). Employee engagement: An examination of antecedent and outcome variables. Human resource development international, 14(4), 427-445 https://www.tandfonline.com/doi/abs/10.1080/13678868.2011.601587 Inclusion 1. Psychological Climate Measure (PCM; Brown & Leigh, 1996). https://doras.dcu.ie/22239/1/Diversity_and_Engagement-_Final_Accepted_Submission.pdf 2. Frazier, M. L., Fainshmidt, S., Klinger, R. L., Pezeshkan, A., & Vracheva, V. (2017). Psychological safety: A meta‐analytic review and extension. Personnel Psychology, 70(1), 113-165 https://digitalcommons.odu.edu/cgi/viewcontent.cgi?article=1018&context=management_fac_pubs Goal setting 1. Psychological Climate Measure (PCM; Brown & Leigh, 1996) Career growth 1. Theory on motivation and engagement, including Two Factor Theory (Herzberg), 2. ERG Theory (Alderfer), and 3. Employee Engagement (Kahn). Manager support 1. Mintzberg (2009) Mintzberg, H. (2009). Managing. Pearson Education. Infrastructure & resources 1. Job Characteristics Model (Hackman & Oldham). Recognition 1. Self Determination Theory (Ryan & Deci), and the Job Characteristics Model (Hackman & Oldham). Role Clarity 1. Leiter, Schaufeli, and Maslach (2001) cite engagement as the positive antithesis of employee burnout. 2. JDR model Personal well being 1. Leiter, Schaufeli, and Maslach (2001) cite engagement as the positive antithesis of employee burnout. Leadership 1. Ghadi, M. Y., Fernando, M., & Caputi, P. (2013). Transformational leadership and work engagement: The mediating effect of meaning in work. Leadership & Organization Development Journal. 2. Nembhard, I. M., & Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(7), 941-966. Engagement 1. Employee Engagement (Kahn).

Last updated on Jul 29, 2024

Announcing Launch for Engagement Survey

- To have a good and credible response to a Survey, it is important to set the context to the target audience with the "what, why, and when" of the survey. What it should have: - Why are we running this survey - What we are trying to achieve - How feedback will be collected - Who all this survey is for - What to expect next Template Hello <everyone/team/campers>, We have partnered with Peoplebox to collect anonymous feedback around for . Why are we running ? [This is the crux. Share the specific reason why you want to run the survey - eg: 1. Our people are the most important part of our company and our Engagement survey lets us hear from you on how things are going so we can identify how things are going and continually improve your experience. 2. Since this joint goal is really important for us and it requires cross-team collaboration , we want to understand how well the teams are working well together and is there a environment for collaborating so that we can achieve great results] What happens next? You'll get an email from Nova from Peoplebox in your Inbox . You can just click on the email to respond to the survey. It has and will not take more than to respond. Is it really anonymous? We are keen on keeping this survey anonymous because it will help us to get honest information and empower you to voice your concerns without any consequence. This survey is completely run by Peoplebox in a secure external website. Your individual response cannot be viewed in isolation and will be aggregated and shared if the report has more than 3 responses. No information about you will be shared with us or your manager. Thanks,

Last updated on Oct 21, 2024

Understanding Participant Anonymity for Surveys on Peoplebox

Participant anonymity is a crucial aspect of anonymous surveys conducted on Peoplebox. We do this to ensure that individuals can provide feedback freely, fostering a more open and honest environment. How does Peoplebox Maintain Participant Anonymity 1. Anonymity of Participants: Your name and personal identity are never disclosed at any point during the survey process. This ensures complete confidentiality and anonymity. 2. Aggregated Scores: All survey responses are aggregated and presented as average scores across specific categories such as department, manager, or tenure group. No individual scores are shown, only overall trends. 3. Minimum Participant Threshold: To further protect anonymity, if any group or category (e.g., department, manager, or tenure) has fewer than three participants, the aggregated score for that group will not be displayed. This prevents the possibility of identifying individual respondents. 4. Follow-Up for Feedback: In some cases, survey administrators may reach out to gather additional insights based on your text responses. However, they will never see your name—only the department to which you belong. This is to ensure that your identity remains protected even during follow-ups.

Last updated on Oct 21, 2024