Frequently Asked Questions

 

How long does the surveying process take?

This is dependent on the size of the project. Overall, it typically takes 6-9 weeks from signing the contract for your chosen programme to receiving your full results, executive presentation and further post-survey support.

 

How much impact does the survey have on our staff time and workload?

Employee surveys take approximately 12 minutes to complete. Minimal administrative effort is required by any employee(s) appointed to work with one of our dedicated Project Managers who will manage and support you on all other aspects of the project. 

 

Is there a cost for your services?

Yes. Our service costs are competitive and dependent on which services you require, as well as the size of your organisation based on total employee headcount. Get in touch with one of our Great Place to Work® experts to obtain a quote.

 

What is the criteria for an organisation wanting to participate in your Best Workplaces™ Programme?

A minimum of 20 employees is required to participate in our Best Workplaces™ Programme. 

 

What is the process for being recognised as a Best Workplace™?

Our Trust Index© and Culture Audit© surveys are the two tools used to assess organisations participating in the Best Workplaces™ Programme. Together, they enable us to generate accurate and fair measures of employee engagement, trust and wellbeing as well as your organisation's HR and management practices. 

 

What are the timelines for Best Workplaces™ recognition?

Managers can complete the Culture Audit© at any time during the year. All survey results are typically available within 3 weeks of the survey closing. Excellence in Wellbeing recognition results are typically shared within 5 weeks of the survey closing. Receiving UK's Best Workplaces™ recognition is dependent on which time of the year an organisation completes the Best Workplaces™ Programme. The same applies to organisations wishing to be eligible for recognition on our annual lists of UK's Best Workplaces™ for Women and UK's Best Workplaces™ in Tech.

 

How does Great Place to Work® compare with other recognition providers?

Great Place to Work® UK provides recognition across multiple categories in annual lists, which are published throughout the year: UK's Best Workplaces™ (April), UK's Best Workplaces™ for Women (July) and UK's Best Workplaces™ in Tech (September). Our Excellence in Wellbeing recognition is granted to organisations on an ad hoc basis, provided they meet the necessary wellbeing thresholds upon completion of their Wellbeing Index survey. We are unique in measuring an organisation’s culture, the benefit of which is that we can also benchmark policies and people practices with Best Workplaces™ of a similar size. No other employee experience survey compares what leaders think they are delivering with what is actually being experienced by employees.

Moreover, we provide outstanding organisations with recognition in other countries where they have offices; other continents (Europe's Best Workplaces™) and globally (World's Best Workplaces™).

 

Is your survey available in different languages?

Yes. We always survey in English, but translations into other languages are available at an additional cost. These include French, Polish, Spanish, Italian, Portuguese, Swedish, German, Japanese, Dutch and Chinese (Simplified) among others.

 

What happens if my organisation does not meet the requirements to be a Best Workplace™?

Our mission is to create a better world by helping organisations become great workplaces for all. Our services go beyond recognition.We provide bespoke consultancy which enables individual organisations to make continuous improvements based on key data and insights that target their unique set of needs at any given time. All our clients are assigned a dedicated Project Manager to help with every step of the process in moving from good to great, including post-survey support.

 

What else do you do?

In addition to our Best Workplaces™ Programme, we offer fully bespoke consultancy services including customisable pulse surveysline management training, employee metrics benchmarking, bespoke workforce analytics, insights and best people practices, tailored workshops and focus groups, Culture Audit©  and Trust Index©  presentations, wellbeing assessment and support, and wellbeing workshops. Our Wellbeing Programme enables clients to opt for a standalone Wellbeing Index Survey submission which offers the potential for receiving Excellence in Wellbeing recognition. 

 

If we choose to partner with Great Place to Work® UK, will we lose our existing employee data from previous surveys?

You will not lose previous data. We are highly experienced in ensuring the smooth transition from an existing questionnaire to our Trust Index© survey. Being able to track 'trend' comparisons on individual questions across time is a crucial requirement if you already have employee data from your current survey. This is true for many of our clients, who have an established survey that has been used for several years. Customisation of our Trust Index© format allows you to track and compare data on bespoke historic engagement questions.

 

Is assessment limited to take place on an annual basis only?

You don't have to wait for annual list recognition to begin your journey towards creating a better workplace for all. Some organisations partner with us on an annual basis, supplementing main measures with additional pulse surveys throughout the year as a temperature check on their actions. Other clients make frequent pulse checks on a quarterly or even monthly basis. Ultimately, we believe that measures should only be taken at a frequency where you feel important change may happen. 

 

Do we have to participate in the Best Workplace™ Programme?

No. For many organisations, the Great Place to Work® UK partnership is part of a journey. With this in mind, we often conduct standalone assessments (such as our Wellbeing Programme) to identify the key drivers that will support you in moving from a good to great workplace for all.

 

 

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