An Employee’s Guide to Glint Surveys
Have you been asked to take a Glint survey at work, but don’t know why or what to expect? Read on for everything you need to know about taking a Glint survey.
What is a Glint survey?
You have the opportunity to take a Glint survey because your organization recognizes the value in feedback from employees like you. Glint surveys allow your organization to continuously solicit your input, hear your concerns, and translate your feedback into timely, effective action. The goal is to use your feedback to increase your engagement and help you succeed at work.
Glint recommends quarterly employee engagement surveys (known as pulses). But a survey can still be a pulse without being quarterly. It’s called a pulse because it’s on a different cadence—and is shorter—than the traditional annual survey.
While many benefits are associated with frequent pulsing, a main one is that it encourages a faster transition from feedback to action. More frequent, focused pulsing gives your manager more opportunities to have conversations with you and your team about the feedback and take effective action. In turn, that increases the chances you’ll see more changes that matter to you.
Speaking of conversations, they are one of the most important changes enabled by pulses. Continuous conversations between you and your manager drive small, manageable—yet meaningful—changes over time. Glint feels so strongly about the power of conversations to enact change that we developed a three-step ACT Conversation™ framework to facilitate frequent, ongoing ones between managers and their teams.
What to expect when taking a Glint survey
You may have worked at organizations that distributed annual employee surveys. Those surveys likely covered many topics and took you a long time to complete. That’s not the case with a Glint survey.
While your organization can choose which questions to ask, Glint has developed a standard survey for measuring employee engagement. In fact, the single most important question your organization can ask is, “How happy are you working at our organization?”
Other questions you might see on a Glint survey include:
- I would recommend this organization as a great place to work.
- My job provides me a sense of purpose.
- I feel comfortable being myself at work.
- I am empowered to make decisions about my work.
- My job challenges me in a positive way.
- I’m given opportunities to learn and grow at our organization.
- I’m confident in our leadership team.
Depending on the frequency your organization has chosen, you could see a weekly Glint survey with two or fewer questions, a monthly Glint survey with eight or fewer questions, or a quarterly pulse with 22 or fewer questions. Glint has found it takes employees approximately 3-5 minutes on average to respond to 20-25 questions.
Your organization might ask you to expand on your survey responses by adding comments. In some cases, a survey may include open-ended questions such as:
- What should we start doing (or do more of) to improve results?
- What should we stop doing (or do less of) to improve results?
- What else is on your mind?
Are Glint surveys confidential?
We work with your organization to keep your survey data secure and private.
At a team level, Glint protects confidentiality by:
- Allowing your manager to slice and dice data only if they manage a group of five or more people
- Giving only administrators in your organization permission to read employees’ aggregated comments for the purpose of extracting themes and trends
That means if you’re on a team of four people, your manager will not see any individual results or comments.
In addition to seeing the comments in a survey, a manager with a team of five or more people gets access to a dashboard like this. This image is an example of Glint’s Narrative Intelligence™, which uses natural language processing (NLP) to synthesize open-ended employee feedback to surface key themes and guide specific action that improves employee engagement.
In general, Glint encourages employees to be as specific as possible with their comments so their managers can respond to their feedback. Our People Science Team, made up of workplace psychologists and organizational development experts, works with your organization’s leaders to address confidentiality concerns. The team is dedicated to ensuring employee feedback remains confidential, and that feedback-driven action is forward looking and solution oriented.
On a broader level, Glint complies with the world’s most stringent data privacy and protection regulations, like the European Union’s GDPR.
What should I expect after the Glint survey?
If you’re still wondering why you should take a Glint survey, know that your input and feedback can drive meaningful change. Every organization is impacted differently by a Glint survey based on their unique needs, culture, employee population, and other factors. However, survey-triggered changes can impact you directly.
The following are the types of changes we’ve seen take hold in organizations using Glint surveys:
- Faster action in response to surveys since managers receive results on an ongoing basis instead of just once or twice a year.
- More opportunities for employees to learn and grow—and in turn feel more enthusiastic about their work—because their manager is more aware of their concerns and interests.
- Better organizational performance, such as higher productivity and profits—and even a higher stock price for publicly traded companies—and lower employee turnover.
A Glint survey is your opportunity to drive meaningful change
As this post explains, a Glint survey is a modern approach to employee engagement that focuses on frequent, short pulses to drive continuous conversations between you and your manager. Glint surveys are designed to make the process simple for you, while giving you an opportunity to weigh in on what matters most. We work with your organization to protect your confidentiality and privacy, and make it easy for your manager to take action in response to the results.
Once your manager sees your feedback and concerns on a regular basis—and takes regular action—you should see meaningful changes. We hope these changes make you feel better about the organization you’re working for and the work you’re doing.