Enquête sur l'engagement des salariés
An employee commitment survey helps organizations understand how dedicated and emotionally connected their people are to the workplace.
It goes beyond job satisfaction to measure loyalty, motivation, and the intention to stay.
This glossary answers the most important questions about designing, using, and acting on employee commitment surveys to build a more engaged and stable workforce.
What is an employee commitment survey?
An employee commitment survey is a structured questionnaire designed to assess how emotionally and psychologically connected employees feel toward their organization.
It helps measure loyalty, motivation, and willingness to stay and contribute beyond routine responsibilities.
These surveys often explore affective, continuance, and normative commitment to provide a complete picture of employee sentiment.
Why is an employee commitment survey important?
Employee commitment surveys provide critical insights into how invested employees are in the company’s mission and goals. The results help organizations identify areas of strength and improvement, reduce turnover, increase engagement, and build a more motivated workforce. It also enables HR teams to make data-driven decisions to strengthen organizational culture.
What are the key components of an employee commitment survey?
Key components include a mix of quantitative and qualitative questions that assess:
- Affective commitment: Emotional attachment and pride in being part of the organization
- Continuance commitment: Perceived costs of leaving the organization
- Normative commitment: Sense of obligation or loyalty to stay
- Demographic data: Used for segmentation and comparative analysis
Open-ended feedback: Allows employees to share thoughts beyond structured responses.
What types of employee commitment surveys exist?
There are various types of commitment surveys based on their purpose:
- General commitment surveys for overall evaluation
- Pulse surveys for ongoing measurement
- Onboarding surveys for new hires
- Exit surveys for departing employees
- Department-level surveys for targeted analysis
- Culture surveys that indirectly measure commitment through value alignment
How do you design an effective employee commitment survey?
To design an effective survey:
- Use a balanced mix of scaled and open-ended questions
- Keep the survey concise yet comprehensive
- Include all three dimensions of commitment
- Ensure anonymity to encourage honest responses
- Pilot the survey with a small group before full rollout
- Provide a clear communication plan about its purpose and follow-up actions
How do you analyze employee commitment survey results?
Survey results can be analyzed using:
- Average scores for each commitment type (affective, continuance, normative)
- Response distribution to identify strong and weak areas
- Trends over time through historical comparisons
- Departmental segmentation to pinpoint localized issues
- Text analysis of open-ended responses for recurring themes
- Benchmarks to compare results against industry or previous years
Enquêtes sur le pouls des employés :
Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).
Rencontres individuelles :
Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.
eNPS :
L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.
Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :
- Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord. - Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord. - Passives
Les employés qui sont restés neutres dans leurs réponses.
What should you do after conducting an employee commitment survey?
Post-survey steps should include:
- Sharing a summary of results with employees to promote transparency
- Identifying high- and low-performing areas across teams or departments
- Developing action plans based on key findings
- Assigning responsibilities for follow-up activities
- Measuring impact by comparing results over time
- Continuously improving the survey process for future assessments
How can employee survey tools help in commitment measurement?
Survey tools simplify and enhance the measurement process by offering:
- Pre-built templates with customizable questions
- Automated distribution and data collection
- Real-time dashboards and analysis features
- Anonymous response options for candid feedback
- Comparison features to benchmark data internally or externally
- Integration with HRIS or performance platforms for deeper insights
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