Engagement Survey FAQs
About the Survey
The survey measures employees’ views on how FSG rates as a place to work, including what we’re doing well and opportunities for improvement. It’s an opportunity to confidentially share your thoughts and experiences about working at FSG. What’s working/what’s not? Are we well-positioned for the future?
There are three critical steps to the survey process:
- Employees voicing their experiences through the survey
- Managers listening and sharing what has been learned in a timely manner
- Managers acting on what has been shared – to maintain the positive and focus on areas where we need improvement.
Yes. All responses go directly to an outside party, thereby ensuring confidentiality. The third-party administrator, Workforce Science Associates, reports results for groups of employees. Reports are not generated for groups with fewer than five respondents.
No, participation is voluntary. However, every employee’s experience is important, so we encourage you to complete the survey and share your feedback. While our goal is 100% employee participation among eligible employees, it’s the employee’s choice to participate and it is not mandatory.
Yes. Our partners from Workforce Science Associates, who administer the survey, provide us with insight into what employees are saying and how FSG’s results compare to those of other companies. Then, our leaders review the results and prioritize the areas of opportunity on which we will focus. These focus areas are then integrated into our business plans.
You may have participated in one of the FSG Pulse surveys. If so, thank you. FSG Pulse surveys are short, 10-question division-led surveys that are sent to a small, randomly selected group of employees throughout the year. The Pulse survey, as its name suggests, gives our leaders a pulse on our work environment during the months between our annual all-employee national surveys. Whether or not you participated in a Pulse survey, you are still able to participate in the census survey.
The survey is open to all active full-time and part-time employees of FSG who have been employed at least 60 days from survey kickoff.
No. Consultants and contractors are not eligible to participate in the survey.
No. Temporary employees, including interns and co-ops, are not eligible to participate in the survey.
No. An employee must be an active employee on the day they participate in the survey. Employees who are on leave of absence are considered "inactive."
Taking the Survey
The brief survey should take employees no more than 10-15 minutes to thoughtfully complete and consists of questions covering the following categories, among others:
- Your job
- Your work group
- Your supervisor
- Our ethics
- Local and national management
- Customer experience
The survey questions are specifically focused on key areas of employee engagement where management has the ability to identify issues and make changes or improvements.
This year’s survey categories and content are consistent with past years – focusing on areas including, but not limited to communications, training, culture, ethics, operations, customer experience, and career development. Also, like previous years, the survey includes open-ended questions so employees can provide their own feedback about specific topics.
Yes. This year's survey is available on multiple platforms, including iPads and iPhones.
During the survey, you will be asked about your Division Leader as well as FSG Senior Leaders. A Division Leader is the leader who oversees and manages your location or division. Senior Leaders are the Directors, Vice Presidents, Chiefs, and President who are responsible for the decisions and direction of FSG.
The survey is coming from our third-party survey administrator’s website. When responses are returned, they go directly to the survey administrator and are compiled with other responses. When results are pulled from the database, no source information, such as personally identifiable information, is included.
Personally identifiable information is not attached to the survey responses once the information is pulled from the database. In addition, no survey reports are generated for groups with less than five respondents to ensure confidentiality. The intent of this survey
is not to see who has provided specific feedback, but to measure how we are doing as a company and as a team, and to make changes that our employees as a whole believe are necessary to make FSG a better place to work.
Once compiled, the survey data will be shared with your local management for integration into our business goals, and, in some cases, personal goals. Survey results and action plans will be shared to employees by their division leaders.
Your manager will share your team and/or department results with you once results have been shared with senior leaders and key business unit and function leads.
Yes. Results of what we learn will be integrated into all that we do. Please check with your leaders to learn more about the local expectations regarding action planning and the resources available to assist you in identifying and action planning around results.
The purpose of the survey is to help FSG continuously improve the work environment for our employees.
The open-ended question at the end of the survey allows for all participants to provide additional comments, feedback, or ideas to the FSG leadership group. Comments will be entered into a database and clustered by themes so that recurring comments around the same theme are grouped together. Comments will be viewed as an aid in helping to support what has been learned from the survey data. Comments will only be distributed at the Executive level.
Yes! In addition to the annual employee engagement survey, you may be asked to participate in future pulse surveys to ensure we are always evolving and making FSG a great place to work.
Survey results will be broken down for groups with five or more respondents and provided to the regional leadership. Regional leadership and local leadership will be responsible for reviewing and addressing local survey results.
Yes. Change is a continuous process. While we continue to work on the areas identified in previous years’ surveys, we are asking employees to once again give us feedback so that we can continue to execute on our strengths and address areas that need improvement. Through ongoing dialogue with employees via mediums such as the yearly survey, pulse surveys, team meetings, and supervisor interaction, we will continue to integrate this valuable employee feedback into our action plans.