For external surveys, prizes and awards are almost required to get participation. For internal audiences, individual prizes may actually hurt participation. Instead, provide rewards at a group level, to the department with the highest response rate.
You can minimize drop-offs by paying careful attention to which questions you put where in your survey–and by using things like collector URLs to identify different groups without asking demographic questions.
Completing open-ended questions is very time-consuming, especially at the end of a survey. Unless the questions are on topics the audience has a burning need to communicate to you, you should not expect a high response rate.
To calculate the percentage response rate for an intranet poll, divide the number of unique visitors to the intranet during the polling period–not the total number of employees–by the number of responses to the poll.
There are many factors affecting response rates on employee surveys, from the length of the survey to where it’s administered to incentives for completing it.
A downward trend in survey response rates is often blamed on the fact that people simply become tired of taking surveys. Angela Sinickas shares three common causes of survey fatigue and how to overcome them.
Measurement is becoming a common performance expectation for communication managers, but many have little formal training in this management process. To help you get the most out of research and measurement, Angela Sinickas lists the ten most common mistakes.
Some of the most common questions about surveys are: “How many surveys do I need to distribute?” “What’s the right sample size?” “What’s a good response rate?” Find the answers in this article.