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Employee survey

Frequently asked questions

1. What is the Trust Index?

The Trust Index is the employee perception survey. The Trust Index measures the extent to which employees consider an organization to be a great place to work. It mainly focuses on the perceptions of the employee about the degree of trust, pride and camaraderie within the organization. The Trust Index is based on the Great Place To Work model. The survey consists of 60 statements which can be answered on a five-response scale from 'almost always true' until 'almost always not true'. Next to that there are two open questions and several demographic questions. An organization can decide to add more questions if they want. Please be honest in answering the questions, there are no ‘wrong’ answers.

2. What is a great place to work?

A great place to work is not defined by satisfied employees, but rather by employees who get the best out of them- selves and use this to optimize the performance of the organization. Research shows that this is de­termined by three relationships:

  • Relationship between employees and management. This relationship is based on the level of mutual trust. The credibility of management, respect for the individual employee and fairness in the workplace are the most important factors for success with regard to trust between employees and management.

  • Relationship between employees and their job. This relationship is based on the pride that an employee feels with regard to their job, the efforts of their team or department and the corporate image.

  • Relationship between employee and their collea­gues. This relationship is based on the level of camaraderie that employees experience with each other. A feeling of focus on the team, cooperation, celebrating spe­cial occasions and welcoming new employees are parts of this.

3. What is the aim of this survey?

Your organization strives to be a great place to work. Through this independent survey, they want to find out how well they are succeeding. With this employee perception survey, your organization can discover what employees feel about the organization and where necessary initiate changes which bring this goal closer. The survey is initially aimed at obtaining insight into the extent to which the culture supports the goals of the organization, whether the three relationships based on trust, pride and camaraderie is effective, whether there is a culture of trust and whether there is good employment.

4. Is this survey anonymous?

Great Place To Work guarantees the anonymity of the participants in the survey. Every researcher from every Great Place To Work office anywhere in the world is contractually bound to very strict ethical standards. An independent measurement whereby the discretion of the individual employees is safeguarded is the strength of our approach and an important indicator for the credibility of our organization.

The technology of online surveys allows us to send personal invitations. The e-mail addresses, made available by the client, are only used once for each employee to generate a code to start the survey. The reminders and thank you e-mails at the end and the comments at the top right of the survey form also show the names of the employees. This openness gives some people cause for doubt about the anonymity of the survey. This is unfounded.

As soon as the data has been completed and sent, the relationship between the person and his/her scores is broken. The data lines are aggregated. The only thing we know is the link between this data and the various units (based on the organization structure) and the personal features (sex, job, age, etc.). Through these links, effective improvement actions can be selected based on the aggregated data from the survey.

"Yes, but I'm the only woman in the department" or "The combination of personal characteristics will make me easy to identify".

We have mitigated such risks as follows:

  • The reports include the data sheets, a matrix of all the survey questions and the aggregated scores of the organization and the scores per demographic characteristic. All observations less than 5 are not shown in the matrix; instead a '-' is shown.

  • The data of different characteristics are never crossed. The scores are assessed per characteristic.

In short, the reports never reveal personal information from the survey (process). No dossier creation can take place based on a survey by Great Place To Work. We will never reveal personal details to clients, nor information about who did or did not take part.

Metricality, the organization that developed and maintains the technical system, is also contractually bound to never make data available to individual organizations other than Great Place To Work. As the only third party, scientists can - based on very strict conditions - work with the aggregated data. Again, this measure is not a breach of anonymity.

5. Should everyone join?

Yes, and a minimum response rate (depending on the total number of employees) is required for the survey to be representative. If your organization is competing for participation in Great Place To Work- Certified and the Best Workplaces, stricter response requirements apply based on the number of employees invited.

6. How much time do I have to complete the survey?

In theory, the survey is performed over two weeks. Then, in consultation with the management of your organization, we decide whether to send a reminder or close the survey. It takes about 10-15 minutes to complete the survey.

7. Who is Great Place To Work?

Great Place To Work helps organizations create a culture of trust. We do this using the Trust Index, the employee survey we use to measure trust, pride and joy. We believe that trust is the basis for better individual performance, better team performance and better business results. Growth and innovation then follow naturally. Our philosophy is based on more than 30 years of experience in 60 different countries.

8. How should I interpret the term 'management' in the survey? 

A key component in the Great Place To Work model is the relationship between management and employees. In this regard, the term management is a collective understanding of all management roles in an organization. The survey does not aim to rate managers, but is a measurement of the trust relationship between people with a management role and those without a management role. This approach focuses on the themes of the survey rather than the performance of specific people. If the topic of a statement is about ''coordination,'' or ''showing interest,'' engage in a conversation about where exactly the needs are around these topics, rather than talking about what someone does or does not do well. This makes the Trust Index a development tool and not a rating system.

If people's perception of statements is different at, for example, the immediate supervisor and management, a mixed picture emerges, in which a "sometimes true/sometimes false" answer can be given. We believe in the ambition to develop trust, pride and joy through all layers and therefore in the value of the conversation about how to get there. One of the tasks of management is precisely translating a central message to all layers in the organization.