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Measuring Impact of Employee Events on Belonging

I was wondering if any of you send surveys following employee events? These would be appreciation- type events, not all hands meetings. We want to better understand if our events help foster or increase a sense of inclusions and belonging. I’m struggling with how to best word it as a survey question. Can you share examples of what you use in your organization?

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You could actually ask whether they agree with the statement: “I feel that the event fosters inclusion and belonging”.

Hi Elaina, we run a survey after every event. We don’t explicitly ask about “belonging” because we are a consulting business, so our staff are operating on client premises rather than from our offices, so we KNOW that events foster “belonging”, they are one of few ways that our people get together (tech forums and tech knowledge sharing are the other main ways, for face-to-face interaction). The questions we do ask after each event, with 5-point ratings, are “Overall, how was the event?”, “How was the venue?” (we try to rotate venues but return to some favourites), “how was the food and drink?” (an army marches on it’s stomach, our consultants certainly do!), “how did the event compare to other Shine events that you’ve been to?” (we’re looking for the best, most popular events) and a free-answer question “What events would you like to see in the future?”

Hi Elaina! If the goal of an appreciation event is vague, the metrics to evaluate “success” will also be pretty vague. You can definitely do smile-sheet questions to get feedback on their experience, but that’s a pretty soft metric and doesn’t demonstrate the impact for the event.

Instead of finding the perfect feedback question, go back to the premise of the event:

  • Is it designed so employees get to know other employees? Then a follow-up question that directly measures that is, “Did you get to know someone new? Who?”
  • Is it designed to celebrate someone’s achievement? Then ask, "Who was being recognized at this event? What did you learn about their work? How do you see their work connected to yours?
  • Is it designed to explore a particular identity or affinity group? Then ask, “What did you learn about this affinity group? How has it changed your perspective, if at all?”

Additionally, conducting focus groups and interviews can explore the impact these appreciation events are having on the organization. At Engagement Survey time, poll people on their memories or recollection of your past events and then dig deeper- why was THAT event so memorable?

Happy to chat more over a call: https://meetings.hubspot.com/daniel-saul-newman

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