Employee Survey

With the USP-D employee survey, companies reflect upon themselves and bundle the attention of all participants – both employees and management – to topics of which the company is aware or which are lurking in the background, without drawing a lot of attention to themselves.

Companies are increasingly interested in how different functions, competencies and areas compare in internal comparisons. They want to understand contexts, make fine adjustments and gain and offer orientation. They want to localize perceived climate changes and work with them in order to be able to determine and introduce necessities in the organization.

Thanks to the USP-D employee survey, these topics are examined and placed in overarching contexts. The companies gain a deeper understanding of their own “status quo”. They create impulses for action and solution approaches for their own further development.



The USP-D employee survey supports the search for solutions taking into account the following success factors:

Strategic anchoring: The questioning approach is not an “island solution”. Instead, it is embedded in the strategic company context and requires a clear communication strategy.

Responsibility: A high degree of acceptance at the company is created about the company management as client and HR as strategic implementation consultant.

Consistency and continuity: Employee surveys are regarded at companies as a regular, firmly anchored process.

Questionnaire framework: Before each questionnaire decision, the focus topics, strategic goals and further discussion of the results will be defined.

Result interpretation and solution recommendations: Results require compression, evaluation and interpretation. They must be traced back to recommendations and measures for further processing.

Employee participation: Employees and managers approach the problem fields identified together and formulate the most effective measures. These include: Quick wins first.



Goals: Information gain about contexts, changes, interactions; findings as a complete picture of the organization or its partial areas; derivation of concrete measures for personnel, organizational and cultural development

Target companies: Organizations that grapple with their own situation and further development, regardless of their size

Application scope: For preparation and follow-up of change processes, mergers and growth; in case of negative trends such as high fluctuation, illness and climate changes; for the initiation of personnel development measures and organizational development processes

Formats: Online survey throughout the organization, as well as individual survey via interviews (“focus groups”)

Methodology: Creation and supervision of the questionnaire based on the company’s focus topics; results analysis and derivation of development measures; conception and execution of results follow-up and strategy workshops; optional implementation assistance



  • Strategic contribution to organizational and personnel development
  • High diagnostic expertise and solution approaches that promise success support the strategic orientation of the organization.
  • Meaningful results interpretation with concrete recommendations for action
  • Expert support in the implementation of follow-up measures for their long-term effectiveness
  • Care in the goal definition and order clarification, clarity in the scope and importance of reworking
  • Accompanying coaching at decision-maker level secures reworking and successful implementation.
  • Full line supply in all phases – conception and preparation, execution, advising during the analysis and measure process, result and strategy workshop moderation
  • Employer branding thanks to timeliness of the measures and their relevance for corporate development