Learn more about our employee engagement research capabilities
Continuous surveys
Continuous listening is a technique used to gather employee feedback on a very frequent or real-time basis. These surveys, which are sometimes referred to as ‘always on’, can help facilitate trust and confidence across an organisation. Inviting input throughout the year can convey a sense that people’s views are being sought and genuinely listened to.
Our advanced surveying and analysis platform makes real-time data collection quick and easy and gives us immediate access to the insights that businesses need to drive change and improvement. Topics we’ve explored through continuous surveys include psychological safety, employee satisfaction and intervention evaluation.
Employee pulse surveys
In contrast to continuous listening, pulse surveys are issued at regular intervals across the year to obtain a snapshot of employee feedback at fixed points. Their short form style and tight question set mean they are quick to complete, typically focusing on a key topic or theme each time. Survey frequency is tailored to suit business needs, and outputs can provide a valuable ‘temperature check’ for employee engagement. Pulse surveys can also be used to track changes in engagement, providing vital metrics to understand how actions and decisions are shaping employee experience over time.
EO People Survey
Employee research is an incredibly effective way to obtain deep insight into how people experience being part of an organisation, but we know firsthand that employee-owned (EO) companies – like ours – require a unique approach. The EO People Survey brings together our decades of employee engagement expertise with our personal experience of employee ownership; we know the reality of being EO and the insight you need to unlock your full potential.
Click to read more about this dedicated tool which delivers effective insight into the cultural and business implications of employee ownership, as well as a robust sector benchmark for EO companies.
EDI surveys
Equality, diversity and inclusion (EDI) is a critical hygiene factor in every workplace. Organisations that actively promote and enable psychological safety, a culture of mutual respect and provide a place where people can be their authentic selves, will see their workforce thrive. Understanding where businesses fall short on EDI, and reasons why employees feel let down or underserved, is critical to driving organisational improvement and positive cultural change.
At DJS Research we design and deliver EDI surveys with care and consideration to maximise participation and respondent inclusivity. Our work has covered a range of highly sensitive topics including racial inequality, bullying, harassment and discrimination and diversity in leadership.
Leadership & culture surveys
Effective leadership is fundamental to building a high-performing, confident workforce and shaping organisational culture and tone. By setting the vision and strategy that unites employees, and moulds work environments, senior leaders have a direct impact on company culture.
We have extensive experience exploring views and perceptions of leadership, strategy and culture, in tailored thematic (pulse) surveys and as a key part of large-scale studies. Topics have included organisational values and behaviours, visibility, transparency and trust and management change. Time and time again, our research has shown how the actions, or indeed the inaction, of business leaders have a clear and tangible effect on employee engagement.
Wellbeing surveys
Evidence has shown that organisations that demonstrate care and consideration for the wellbeing of their workforce, and who actively support the welfare of their employees, have higher levels of engagement, morale and retention.
Our employee research team has managed a wealth of wellbeing surveys exploring a wide range of practical and personal topics, from workload and resource management to subjective wellbeing, physical and mental health. We’ve used a range of methodologies to explore satisfaction with internal wellbeing initiatives, workplace adjustments (based on employee needs) and the awareness and use of EAPs (Employee Assistance Programmes), generating insight which has shaped strategies and workplace practices.
