Voice of employee: Definition 

Voice of employee is defined as the opportunity for the employee to express their opinions, concerns and/or suggestions about policies at the workplace, offer ideas to make the workplace better and how to help the management in implementing these changes. 

Voice of employee at the workplace has become increasingly important to the leadership and management of any organization today. Most organizations firmly believe that it is important to give employees that upper hand where they can communicate and express their concerns freely without having to fear the repercussion of it. 

According to a study conducted by the Society for Industrial and Organizational  Psychology voice of employee ranks number seven at workplace trend. Asking employees for feedback through a systematic process is a way to give employees a voice. To effectively give employees voice organizations must fulfill the following three criteria:

  1. You need to provide a structured channel for feedback, surveys work the best. 
  2. Create a culture, where feedback is an integral part of that culture.
  3. Let your employees know their feedback matters.

Learn more: Voice of employee survey questions + sample questionnaire template

Top 20 Question for your Voice of Employee Survey 

When it comes to collecting employee feedback and addressing their concerns nothing works better than documenting these concerns via an employee survey. In most organizations, this is the trend when it comes to collecting feedback. 

Your voice of employee survey should be precise and to the point. Stuffing the survey with unwanted questions leads to increased dropout percentage. One of the most important aspects of the survey is are the survey questions. Make sure to incorporate questions that help you gather meaningful insights. 

Here are the top 20 questions you need to ask your employees to understand and acknowledge their perspective: 

  1. Based on your overall experience with the organization, on a scale of 0-10 how likely are you to recommend the organization to your family/friends? 
  2. Are you proud of working in this organization?
  3. Are you happy with your role and responsibilities at work?
  4. Are you motivated to complete your assignments at work on time?
  5. Do you feel aligned with the organization’s goals? 
  6. Do you appreciate the role of leaders within the organization in achieving the goals?
  7. Are you aware of the organization’s expectation from you?
  8. Do you have access to resources and tools to successfully complete your tasks at work?
  9. Are you given enough time to finish the tasks in hand?
  10. Do you feel inspired to come to work every day?
  11. Do you feel this organization is a good please to develop your career?
  12. Do you see yourself in this organization two years from now?
  13. Do you clarity about your career choice within the organization?
  14. Do you feel your manager values your opinion?
  15. Are there weekly/monthly meetings within the team?
  16. Does your manager offer continuous feedback for the tasks you complete?
  17. Do you enjoy working with your team?
  18. If you could change one thing about this organization, what would that be?
  19. What do you like the most about this organization?
  20. What are the organization’s greatest strengths and weaknesses? 

Importance of Voice of Employee 

Organizations are paying great importance to glorify the voice of employee in an organization as they realize there are multiple benefits associated with it. Below are some of the key benefits of systematically addressing the voice of employee: 

  1. Improved employee retention: The primary and one of the most important outcomes impacted by giving your employees voice is the rate of employee retention improves. According to a study conducted by Gallup organization who have multiple channels of communication for their employees have improved retention rates. Employees in such organization see their suggestions and feedback is implemented. 
  2. Increased level of employee engagement: Increased level of employee engagement is a direct benefit of giving voice to your employees. It is critical that employees are heard and their suggestions or feedback implemented. Employees are your best critics when it comes to improving organizational policies. With better policies, your employees stay happy and focused and in return their level of engagements improve. 
  3. Job satisfaction: Higher levels of job satisfaction has been reported when employees tend to have regular meetings with their supervisors or managers. This way they receive continuous feedback and are also involved in giving feedback to improve the overall process. When employees feel valued they tend to show an improved percentage of job satisfaction. 

Voice of Employee: The process 

Having spoken about the importance, it is time you know how to implement the process in your organization.

1. Start from the top

For any change to be successfully implemented in an organization, you need to start from the top. When the management and leadership of the organization are supportive, decisions are taken and implemented faster. They being involved and showing their support lets the employees know that they are taken seriously and their concerns will be addressed. 

2. Audit existing programs (if any)

Most organizations have one or the other existing form of collecting employee feedback. Before you implement anything new, make sure you have audited your previous programs thoroughly. If the previous programs have failed, only then implement a new one. 

3. Set your goals

The only thing worse than no information is too much information. 

From the very start an organization should set their goals. They should know what they want to achieve by collecting feedback from its employees. You should know what you want to do with the insights offered. 

4. Ask specific questions

Numerous studies have found that survey results are diluted if the questions asked are not precise. To overcome survey fatigue and dropout it is important you ask the right questions to your employees to get the correct feedback. 

5. Make it a regular process

Collecting feedback onetime is not going to solve the purpose. You need to collect feedback at regular intervals, more importantly, you need to record these feedback to benchmark year after year and to keep a track of your employee sentiments.