Employee survey Switzerland: What does the response rate mean?

Quiet Quitting: Those who keep quiet have often already quit inside

What if everyone had taken part? Would the results then be better or worse? Our exclusive long-term study with over 2,500 employees of a Swiss company provides a clear answer: the results would be worse. Employees who do not take part in surveys have often already resigned internally.

Our data shows an alarming picture:

• 36% of non-participants quit within two years.
• The termination rate among participants was only 16.7 %.

The risk of dismissal is therefore more than twice as high for silent employees. This phenomenon, also known as "quiet quitting", is a silent killer for employee retention.

Not every criticism is a dismissal signal

Not every critical voice is a signal for dismissal. On the contrary: constructive criticism shows that employees are still committed and open to change. It only becomes dangerous when they fall silent. Silent resignation is the clearest warning signal of an impending wave of redundancies - and our studies provide impressive proof of this.

Participation and response rate

What is a good response rate?
For office workers, a good response rate is around 80 percent. In areas without direct computer access, it can be somewhat lower.

How can the response rate be increased?
In our experience, there are several factors that have an impact on the response rate. These include, above all, internal company communication, support from superiors, experience from previous surveys and trust in anonymity. But the timing and the current mood also have an impact. If employees are frustrated or overworked, they are less likely to take part.

What to do if the response rate is low?
Managers can take action in advance. They should make it clear that the survey is important, that employees' opinions will be heard and that concrete changes will result from it. If employees have the impression that nothing will happen anyway, they will be less willing to participate. On the other hand, those who are convinced that their voice counts will usually participate.

How to increase the response rate of your employee survey: 9 tips

A high response rate is not rocket science. With the right strategy and communication, you can significantly increase your employees' willingness to participate. Here are our best tips from the field:

Before the interview:

1. Build trust through consistency: Show your employees that their feedback has consequences. If it is unclear whether something will happen after the survey, the motivation to participate decreases.
2. Communicate early and transparently: Announce the survey at least two weeks in advance. Provide information about anonymity, duration, benefits and the next steps. Joint communication between management and HR creates trust.
3. Explain the purpose of the survey: A short, clear introduction in the survey itself creates trust and shows employees why their opinion is important.
4. Avoid sales language: Treat your employees like mature partners, not like children. Promotional language comes across as dubious and reduces the willingness to participate.
5. Keep the questionnaire short and relevant: Less is more. Concentrate on the most important questions and formulate them clearly and comprehensibly.
6. Choose the right time: Conduct surveys when they are relevant to your employees. Avoid busy periods such as the Christmas season in the retail trade.

After the interview:

1. Give visible feedback: A brief thank you or interim results show appreciation and recognition.
2. Share the results transparently: Disclose what came out of the survey. This creates transparency and increases the willingness to participate in the next survey. It is best to have the results presented by an external partner such as ValueQuest in order to increase legitimacy.
3. Follow up with action: A survey is not an end in itself. If the results are not followed up with visible measures, you will lose the trust of your employees. Implement concrete steps and communicate transparently what results from the feedback.

Conclusion: Your response rate is a valuable early warning system

The response rate of your employee survey is far more than just a key figure for data quality. It is a crucial early warning signal for employee turnover and a lack of commitment. Companies that take the participation rate seriously and draw the right conclusions from it can proactively prevent dismissals, strengthen their feedback culture and build a committed workforce in the long term.