By Kym Pomares

 

Running a successful childcare business isn’t just about caring for kids—it’s about supporting the team that makes it all happen. But do you really know how your team feels about their work, the environment, or the way things are run? A team survey can provide the answers, helping you address challenges, boost morale, and create a stronger workplace.

Not sure if a survey is worth your time? Let’s start with some common objections.

 

 

Why Bother With a Team Survey?

You might think:

• “My team is small, and we have no secrets.”
• “I can just ask them what I need to know.”
• “We’re fine the way we are.”

 

Here’s the reality:

• Even small teams have unspoken issues. Staff may hold back because they don’t want to offend or create tension. A survey provides a safe space for honest feedback.
• Direct conversations aren’t always enough. Team members may worry about repercussions or feel unsure how to phrase their concerns in person.
• Assuming everything is fine can be risky. Without a clear picture of what’s working and what isn’t, you might miss opportunities to improve—or fail to address underlying problems that could grow over time.

Think of a survey as your diagnostic tool, helping you identify what’s going well and what could be better.

 

 

Designing Your Team Survey

A successful survey starts with intentional planning. Here’s how to set yourself up for success:

Set Clear Objectives

Before you write your first question, ask yourself:

• What do I want to learn?
• What specific challenges or goals should this survey address?

 

For example:

• Are you trying to gauge overall team satisfaction?
• Do you want feedback on a new policy or workplace change?
• Are you looking to improve communication within your school?

Defining your goals will guide the questions you include and ensure the survey provides actionable insights.

 

 

Craft Questions That Work

To get the best responses:

• Use simple, clear language. Avoid jargon or overly complex phrasing.
• Keep the survey concise. Aim for 10–15 focused questions to encourage completion.
• Include a mix of question types:
  • Yes/No: “Do you feel supported in your role?”
  • Multiple Choice: “How would you rate communication within the school?”
  • Likert Scale: “On a scale of 1–5, how satisfied are you with the resources provided?”
  • Open-Ended: “What’s one thing you’d like to see improved?”

 

 

Ensure Anonymity

Anonymity is key to getting honest feedback. Use an online platform like Google Forms or SurveyMonkey that allows anonymous submissions. Make it clear to your team that their responses will remain confidential.

 

 

What Should the Survey Cover?

Your survey should address the areas that matter most to your school’s success. Consider including questions on:

• Overall Satisfaction: Gauge how happy and engaged your team feels.
• Communication: Ask about clarity, timeliness, and the tools used for communication.
• Workplace Environment: Explore how well the physical workspace meets your team’s needs.
• Inclusion and Belonging: Assess whether all staff feel valued, regardless of background.
• Employee Engagement: Measure motivation, commitment, and willingness to go above and beyond.

If you’re overwhelmed by the options, start small. Choose one or two focus areas for your first survey. You can always address other topics in future surveys.

 

 

Getting the Survey Out There

Choose the Right Format

Online platforms like Google Forms and SurveyMonkey are user-friendly and include built-in analytics tools. These platforms can also save time by automatically organizing responses.

For teams that aren’t tech-savvy, consider printing the survey and providing a dropbox for responses. Just be sure to emphasize anonymity.

Timing Is Everything

Distribute your survey when your team has time to respond thoughtfully. Avoid busy periods, like enrollment or licensing inspections, when stress levels are high.

Encourage Participation

Boost response rates by:

• Explaining why the survey matters and how the results will be used.
• Offering incentives. For example, a group reward—like a catered lunch or early release day—if participation hits a certain percentage.

 

 

What to Do With the Results

Once you’ve gathered the responses, it’s time to turn data into action.

Step 1: Analyze the Data

Use tools like spreadsheets or survey platforms to organize and review responses. Look for:

• Patterns or recurring themes (e.g., “Communication needs improvement”).
• Outliers or surprising feedback that might warrant further exploration.

Step 2: Follow Up

If responses are unclear or raise additional questions:

• Conduct a follow-up survey with more focused questions.
• Form a task force to dig deeper into complex issues.

Step 3: Communicate With Your Team

Transparency builds trust. Share the survey findings with your team, including:

• Key takeaways (e.g., “70% of staff feel communication could be improved”).
• An action plan outlining what you’ll address and when.

Step 4: Take Action

Use the insights to make meaningful changes. For example:

• Improve communication by implementing a new messaging platform.
• Address workplace concerns by upgrading equipment or creating quiet spaces.

Set a timeline for implementing changes and share progress updates regularly.

 

 

Suggested Timeline for Action

1. Week 1: Review results and outline next steps with your admin team.
2. Weeks 2–3: Clarify ambiguous feedback with follow-up surveys or a task force. Finalize your action plan.
3. Weeks 4–15: Begin implementing changes, monitor progress, and celebrate successes with your team.

 

 

Reaping the Rewards

By creating and acting on a team survey, you show your staff that their voices matter. Over time, this leads to:

• Higher morale and job satisfaction.
• A stronger sense of trust and collaboration within your team.
• A more positive and productive school environment.

 

Taking the first step might feel daunting, but the benefits are worth it. Ready to give your team a voice? Start planning your survey today—and watch your school thrive!