Since we launched our COVID-19 survey templates, we've had over 700 customers be proactive in seeking feedback from their employees with regards to their organizational response.
The insights we share below now reflect all data collected from the launch of this survey until early June. Initially, we had considered releasing benchmark data in separate time interval snapshots; however upon inspection of the data, themes have stayed true, with a slight downward trend, we've created a single benchmark by including the whole time period.
It's important to note that there is self-selection bias in this benchmark in that organizations who have been able to pivot quickly to the circumstances are far more likely to have felt ready to get feedback about their COVID-19 response as well as the current over-representation of North America with almost 40% of responses.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Information Technology and Services
Non-Profit Organization Management
Public Relations and Communications
Company confidence is defined using these three questions, getting at the heart of employee perceptions of organizational support and adaptability from the survey template.
[Company] is making sufficient adjustments to deal with the COVID-19 Pandemic
I have confidence in [Company]'s response to the COVID-19 Pandemic
[Company] is supporting employees during the COVID-19 Pandemic
We’ve found company confidence is exceptionally high at 92% suggesting for companies that are surveying, employees are highly satisfied with their organization’s response
Overall, we are seeing favorability scores for this survey trend much higher than we would for a typical engagement survey. This is likely because the nature of the questions differ markedly from our other templates. Given the extreme demands of the pandemic, we created our question set to focus on making sure employees' most basic needs are being supported. As per Maslow's hierarchy of needs these include physiological needs, safety, and belonging. Given the context, assessing higher-order needs around self-esteem and self-actualization are unlikely to i) be sensitive or sensible to ask employees around, or ii) be within scope for most organizations to influence right now.
We're also seeing that participation is lower than for other surveys with the median rate being 78% (almost 10 points lower than for Engagement surveys). This is unsurprising given what is on employees' plates right now, and that the emergency response survey is often open for a shorter amount of time to get quick feedback.
We look at which questions most drive our desired outcome of Company Confidence in the organization's COVID-19 response. The data tells us that Leadership is highly important, with 3 of the top 5 drivers pertaining to Leadership's role. In addition, the strength of timely communications and how companies are supporting their customers are key to employees feeling confident in the company's response. Interestingly comparing our full benchmark to data collected in March and early April, while Leadership and Communications have stayed in the top 5 across the pandemic, the ability to support customers has only inched into the top 5 in June.
I believe the leaders at [Company] are making effective decisions regarding the COVID-19 Pandemic
The leaders at [Company] are providing a sense of stability during the COVID-19 Pandemic
We are receiving timely communications from [Company] in relation to the COVID-19 Pandemic
The leaders at [Company] are appropriately visible/accessible during the COVID-19 Pandemic
I am confident in [Company]'s ability to support our customers throughout the COVID-19 Pandemic
90% favorableBusiness Continuity
People answering COVID-19 Pandemic 2020 were least favorable about the following areas:
Our newest item is now the lowest scoring, which is unsurprising considering feeling equipped to look after family and dependents, which had been the lowest scoring, is a component of personal demands. Additionally, companies are struggling to keep employees up to date on changes to policies.
I feel equipped to manage both personal and work life demands right now
I feel equipped to look after family/dependants should I need to
I know where to find [Company]'s most up-to-date COVID-19 Pandemic policy