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EMPLOYEE EXPERIENCE SURVEY

SPRING 2023

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What is the Employee Experience Survey?

Created and administered by Leading Edge in partnership with Culture Amp, a people analytics system.

Highlights strengths and opportunities for growth in our workplace so we can become an even better place to work.

Asks you to provide feedback about many aspects of your work experience including internal communication, your team, leadership, and more.

Takes approximately 15 to 20 minutes to complete, and you can do it from your computer, tablet, or smartphone.

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Your Feedback Matters!

A TOOL

to support organizations in understanding employee experience at work. With your honest feedback we can better support you in doing your best work.

AN OPPORTUNITY

for employees to be and feel heard. No one knows our organizational culture better than you!

A FEEDBACK LOOP

for our organization that is normalized and part of the culture. Establishing an open and constructive feedback loop allows us to assess how engaged staff are at work.

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What are the goals of the survey?

To learn more about your overall experience at work.

To help us create a great workplace culture that will strengthen our ability to recruit, retain, and support excellent professionals who are empowered to do their best work.

COMMON PURPOSE

Leading places to work have clear missions, visions, and core values. They regularly communicate them, both internally to staff and externally to the communities they serve. Leaders inspire their employees by keeping them connected to the greater purpose of their work and helping them understand how their work furthers the organization’s mission.

TRUSTED LEADERS

Leading places to work have senior team members who prioritize organizational culture. They model behaviors and create policies and practices that allow all employees, regardless of identity or position, to thrive.

DIVERSITY, EQUITY, AND INCLUSION

Leading places to work fully integrate the principles of diversity, equity, and inclusion into how they do their work. They understand the potential for organizations to perpetuate systems and behaviors that reinforce injustice and they devote time, effort, and resources to prevent and mitigate these harms. They develop teams that reflect the communities they serve and strive to be culturally responsive and deeply understanding of their employees and constituencies.

RESPECTED EMPLOYEES

Leading places to work ensure that all employees feel valued, valuable, and empowered to participate fully. Employees trust that they won’t be punished or criticized for making a mistake or speaking their minds. This dynamic of respect, trust, and psychological safety begins during the hiring process, continues through onboarding and training, and is woven throughout daily interactions between management and staff.

TALENT DEVELOPMENT

Leading places to work recognize that employees value opportunities to advance their knowledge, skills, and abilities. Employees at these organizations know and feel that their employer invests in them and cares about their future; that there is a plan for their growth and development; and that their advancement is truly important to the organization.

CLEAR SALARY AND BENEFITS

Leading places to work understand that salary and benefits are foundational elements of an employee’s experience at work. They have, and communicate, clear compensation philosophies and strategies that are applied fairly throughout the organization. While nonprofit organizations often feel constrained in this area due to tight budgets, leading places to work find ways to equitably, flexibly, and creatively compensate their employees.

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Confidentiality

Confidentiality is most important to us. We want to make sure you feel protected in sharing your honest feedback.

The survey is administered through dual third parties – Leading Edge and Culture Amp – to ensure individual answers remain conﬁdential.
Your individual responses will not be shared with anyone at [ORGANIZATION].
Nobody at our organization or at Leading Edge will know who did or did not take the survey. The Culture Amp system will send automatic reminders to people who have not yet completed their surveys.
PLEASE NOTE that comments will be shared verbatim, if your organization has 11 or more employees.

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What is my role in the survey?

On April 25th, you will receive an email from Culture Amp (notifications@cultureamp.com) with a survey link. Please fill out the survey. It will take approximately 15-20 minutes to complete.
The survey is intended to capture our staff’s true feelings, thoughts, and opinions about what it is like to work here. Please be honest. There are no right or wrong answers.

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in 2021

When do I take the survey?

On April 25, look for an email from notifications@cultureamp.com.

It will take you approximately 15 to 20 minutes to complete.

The survey will stay open for TWO WEEKS, closing on May 12.

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How do I take the survey?

On a computer, laptop, tablet or phone
As long as you have mobile service / internet / WiFi you can access the survey through the link sent to your email

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Unique Links

Every staff member will be sent a unique survey link to their individual email address.
Please do not forward your survey link to anybody else in the organization.
If you cannot find the survey email, please contact (insert Survey Liaison name and email) and they will arrange for a new email to be sent.

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What do some of the survey terms mean?

Your Organization: [Insert your definition. E.g., The Jewish nonprofit where you are employed. For organizations with multiple locations/affiliates, your organization is the particular location/affiliate where you are located.]

Immediate Manager: [Insert your definition. E. g., The person you report to directly. This is typically the person who is responsible for conducting your performance review. Your immediate manager may be part of the senior leadership team.]

Your Team: [Insert your definition. E.g., The group of people you work with on a daily basis (usually in your department). In most cases, this refers to the people who also report to your immediate manager/supervisor. Please note: if you work for a small organization, your "team" and "organization" may be the same.]

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What do some of the survey terms mean?

Senior Leaders: [Insert your definition. E.g., The top leader and leaders who report directly to that person.]

Volunteer / Lay Leader: [Insert your definition if you need one.]

Board Members: [Insert your definition if you need one.]

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If you need help…

If you need a new survey link…

If you submitted too early…

If you can’t find the email…

If you have any questions…

CONTACT: [INSERT SURVEY LIAISON

CONTACT INFORMATION]