Knowing the participation level of employees in surveys is essential for accurately measuring engagement. Below, you will find a detailed explanation of the different Participation Levels that will help you to understand the level of employee involvement with Nailted’s surveys.
The different participation levels are based on historical participation data collected from all the organizations that use Nailted, which takes into account the Nailted Benchmark. This provides a broad and representative perspective of how employees behave in terms of engagement over time and across different organizational contexts. In addition to Nailted’s internal data, these levels have been compared and validated with the latest research on survey participation rates in climate surveys. These show that the average participation rate in surveys across various industries is between 30% and 40%. Although this participation rate may seem low at first glance, it already provides actionable information. According to the Society for Human Resource Management (SHRM), a participation rate of 60% or higher is considered a representative sample of the total employees in an organization.
By combining both the data analysis from companies using Nailted and the conclusions of recent scientific studies, these participation levels are robust and well-founded.
1 Participation levels in Nailted
Below you will find the different participation levels and their meaning, aimed at providing clear guidance on how to interpret the results and what actions to take depending on each participation range:
0 - 20%: Very low participation or at risk
This participation level is too low to make meaningful decisions and reflects low commitment. Under normal circumstances, we recommend taking action as soon as possible to increase participation.
💡 In these cases, it’s advisable to launch a Participation Booster. See how to launch it here.
21 - 30%: Low participation or reduced risk
Although this participation level is slightly better than the previous one, it is still concerning and doesn’t provide enough data to make decisions. Additionally, it indicates a lack of commitment. Consider taking measures if the trend is downward.
31 - 40%: Acceptable participation
This participation level is adequate and provides a reasonably representative sample. It is improbable and reflects moderate commitment.
41 - 60%: Good participation level
This level shows solid employee commitment. The responses collected are sufficient to have a clear and representative view of the situation, and therefore, make informed decisions. Maintaining and improving this level will ensure continuous and quality feedback.
61 - 90%: Very good participation
At this level, participation is excellent, reflecting a high level of interest and commitment from the majority of employees. The data provided are highly representative and of high quality for making well-founded decisions.
>90%: Suspicious participation
Although it may seem positive at first, studies in organizational behaviour suggest that participation rates above 90%, and in some cases up to 100% may indicate forced or non-genuine participation. These results often don’t accurately reflect reality, and it’s recommended to analyze whether employees feel compelled to participate or if the data collection process is somehow biased. A thorough analysis is essential in these cases.
💡This participation level can sometimes be achieved in the early months of implementing Nailted, as employees may be eager to share their opinions.
2 How to use your participation level
Participation level, in addition to being considered a benchmark to assess the reliability of all Engagement metrics across different teams, can also be considered as a metric in itself. This is because employees’ participation level is directly related to their engagement with the organization. Employees with low engagement tend to reduce their participation in surveys, as they lose interest in providing feedback.
Considering participation as a metric provides an early indicator of engagement issues within the organization since a decline in participation can signal a lack of motivation or disconnect with the company culture. Furthermore, this metric can be used to measure the effectiveness of initiatives designed to improve engagement. For instance, an increase in participation following the implementation of an initiative can be interpreted as a success of the initiative in this regard.