This course contains the use of artificial intelligence.

283 tools for employee surveys in one course: 194 ready-to-use question lists, questionnaires, templates, procedures, checklists, matrices and formulas, 67 models and methods, 17 services and apps shown on screen, and 5 downloadable tool files.

Open a lecture, take the tool, use it in your next survey.

Why surveys change nothing

A company runs a survey once a year. Participation is low, because people do not believe in anonymity and saw no changes last time. HR gets a table with hundreds of rows and reports average scores. Managers look at the slides and go back to work. Next year fewer people answer. The problem is rarely the questionnaire alone. It is the purpose, the launch, the analysis and what happens after.

What changes after this course

You start from a decision the business has to make and write questions for it. You plan the processing of results before the launch. People know why they are asked and what happened after the last time. You show which factors move engagement and not only where the scores are low. Managers leave with a plan for their team, and the next survey checks whether it worked.

What is inside: 283 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 194 ready-to-use tools inside the presentations:
• 53 question lists and scripts: Gallup Q12, 14-day onboarding questionnaire, exit interview questions, survey objective questions
• 44 templates and sample documents: survey launch brief, employee survey invitation email, survey report outline, employee experience journey map
• 37 step-by-step procedures and workflows: team engagement action planning, employee journey mapping, survey recommendations, Excel chart creation
• 23 checklists: survey design, survey launch readiness, survey length, survey communication
• 20 scorecards, rubrics and matrices: eNPS interpretation scale, engagement scoring rubric, key driver action matrix, engagement and well-being matrix
• 12 formulas and metric sets: employee turnover rate, annualized turnover calculation, employee lifetime value calculation, retention program ROI
• 5 other working tools: chart selection guide, employee experience survey, five dysfunctions team assessment
• 67 models and methods explained with examples: correlation analysis, linear regression, cross-tabulation, triangulation, Bersin engagement maturity model
• 17 services and apps shown on screen, from a quick look to a detailed demo: Google Forms, Google Sheets, Microsoft Excel, 15Five, Culture Amp, PeopleForce, HURMA, Simple Poll, CliftonStrengths, HIGH5 and others
• 5 downloadable tool files: four survey report and presentation samples and an employee survey results workbook for regression

Where the tools are

• Employee survey core (3 sections, 42 tools). Purpose and types, design and launch, reporting and action plans. The four report samples are here.
• Employee engagement surveys (78 tools). Gallup Q12, the 12 drivers, three levels of an engagement program, team and individual follow-up.
• HR metrics and survey analytics (64 tools). Recruiting, onboarding, rewards, development and turnover.
• Advanced people analytics and key drivers (96 tools). Segmentation, lifecycle surveys, correlation, regression in Excel and forecasting. The results workbook is here.
• Turnover research and retention actions (44 tools).

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

I met surveys at Alfa-Bank. The bank ran a satisfaction survey of credit specialists, and I had just moved from that job into HR. I asked to analyze the data and prepared my first report. Management liked it, and later I was asked to prepare the exit interview reports. At the STB TV channel I ran the satisfaction survey four times, and it became a yearly rule. At Wargaming I once missed the point about a ready plan for processing the results. I designed an EVP survey with many questions, and when I received the export, I was horrified: more than a thousand rows and about a hundred and fifty columns. I spent two or three days only on the structure of the file. It worked, and since then I plan the analysis before the launch.

How to use the course

Watch the first three sections in order: they take you from the purpose of a survey to an action plan. Then open what you need next: engagement, HR metrics, advanced analytics or turnover. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 37 lectures across 8 sections, 18 hours
• 41 downloadable resources: 5 tool files and the lecture presentations
• 283 tools across the lessons, ready to copy into your own work
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Open the lecture on survey launch, take the survey objective questions and write down which decision your next survey must help to make. Enrol now and start your first lesson today.