Employee Development Survey Example

Why Employee Development Matters

Employee development isn’t just a buzzword—it’s the foundation of a thriving workplace. A workforce that’s growing, learning, and expanding its skills is one that can adapt to challenges, innovate in unexpected ways, and drive the organization forward. But employee development doesn’t happen by accident. It happens because leaders decide to make it a priority.

If you’re thinking employee development is a nice-to-have, think again. The modern workplace requires it. According to CultureAmp, companies that prioritize development are leaps ahead of the competition when it comes to retention, productivity, and even morale. Employees today crave growth, and when they don’t see the opportunity to evolve in their current role, they leave.

“Investing in employee development isn’t just good for your employees—it’s essential for the future of your company. A well-trained, engaged workforce is more productive and less likely to leave for other opportunities.” Heartcount

But how do you actually know what your team needs to develop? That’s where an employee development survey comes in. It’s not just about asking “what do you want to learn?” It’s about systematically understanding the skills gaps, professional aspirations, and the training that will help your team members thrive.

Let’s break down the core reasons why development should be at the heart of your strategy:

1. Identifying Skills Gaps Before They Become Gaps in Performance

   Most managers think they know where their team is struggling. But more often than not, there’s a blind spot. Employees might look like they’re doing okay, but underneath the surface, they could be struggling with skills they need in the long run—skills that aren’t just nice-to-have but critical for both their success and the company's success.
2. Why You Need a Survey

   When you deploy an employee development survey, you’re not guessing anymore. You’re letting your people tell you directly what they need to grow. And when you couple that with hard data, like your team's demographic information, you can design personalized development plans that resonate on an individual level.
3. Retaining Your Best Talent

   Here’s the truth about talent: The best people don’t wait around. If you’re not developing them, someone else will. And that someone else might be a competitor.
4. The Competitive Advantage

   Organizations that invest in their employees' development through ongoing training programs, mentorship, and professional development opportunities have a competitive advantage. The development survey is your roadmap—it helps you understand not just where employees need growth but where they want to grow. Aligning these desires with business objectives is the sweet spot that every company should aim for.
5. Creating a Culture of Continuous Learning

   A workplace where employees are constantly developing isn’t just more productive—it’s more innovative. Employees who feel empowered to learn are more likely to contribute fresh ideas, take risks, and embrace challenges head-on. It’s the difference between a team that’s just going through the motions and a team that’s thriving.

How do you build this culture? It starts with feedback loops. The beauty of an employee development survey is that it’s not a one-off event. You use it again and again to create an ongoing conversation about growth, skill gaps, and future aspirations.

Look at your survey data as a guide for crafting not just training sessions but a culture of learning. The data can show you patterns—where employees are asking for more resources, where they’re struggling, and where they see themselves in the future. According to Heartcount, teams that focus on employee development through regular surveys see higher engagement levels and improved retention rates.

After all, people don’t leave companies where they see growth opportunities—they leave places where they feel stuck.

For more insights, see our full guide on writing effective survey questions and how you can use these tools to foster development within your team.

How to Craft Effective Employee Development Surveys

Let’s be real—if your employee development survey isn’t working, it’s not because surveys don’t work. It’s because you’re asking the wrong questions, at the wrong time, in the wrong way.

To craft a survey that delivers real results, you need to stop thinking of it as a formality and start seeing it for what it really is: your secret weapon to drive growth, engagement, and retention. A well-designed employee development survey can do more than just scratch the surface—it can reveal the gaps in skills, uncover the training your team needs, and align their growth with your business goals. But only if you do it right.

1. Step 1: Ask the Right Questions

   Forget fluffy, feel-good questions like "Do you enjoy working here?"—we're not trying to win a popularity contest. You need questions that dig deep, like "What skills do you feel need improvement for you to succeed in your role?" and "Which areas of your job frustrate you the most?"
   Heartcount nails it—questions should be specific enough to give you actionable insights but broad enough to let employees provide meaningful feedback. You’re not just after opinions. You’re after data that you can actually use to drive growth.
2. Step 2: Get the Timing Right

   Timing is everything. You don’t ask employees about their development needs during crunch time, when they’re swamped with deadlines and their heads are barely above water. Timing your survey after key milestones—like performance reviews or the completion of a big project—will give you the clearest insight into what they need next.
   According to Thrive Sparrow, employees are more likely to provide thoughtful feedback when the survey coincides with significant moments in their careers. You want them to reflect on their progress and pinpoint areas for growth. Don’t waste the opportunity by sending your survey at the wrong time.
3. Step 3: Make It Easy to Complete

   You’re busy, and so is your team. If your survey looks like it’ll take them an hour to complete, guess what? It’s going to the bottom of their to-do list. Keep it short, sharp, and to the point.
   Zendesk reminds us that simplicity is key—employees are more likely to respond thoughtfully if the survey is easy to navigate. You’re not looking for essays, just clear, actionable responses.

Crafting an employee development survey that works doesn’t have to be rocket science. Ask the right questions, send it at the right time, and make it easy to complete. If you do that, you’ll end up with actionable data that helps you empower your team, boost their growth, and keep them engaged for the long haul.

Best Practices for Conducting Employee Development Surveys

To create an effective employee development survey, focus on the following best practices:

1. Keep It Concise

   Long surveys can lead to disengagement. Aim for 8-12 relevant questions that address key development areas.
2. Use Open and Closed Questions

   Include a mix of structured and open-ended questions to gather both quantitative data and qualitative feedback.
3. Send at the Right Time

   Send surveys at key milestones, such as after completing a project or annual performance reviews, to ensure timely feedback.