In our surveys, we don’t just stop at satisfaction scores—we go one step further to uncover what exactly needs to change to make the digital workplace better. This is where the “Improvement Areas” question comes in.
Understanding which areas require attention helps teams take targeted action, rather than guessing what might be wrong. In this article, we’ll explain how the Improvement Area question works and why it adds significant value to the interpretation of survey results.
What Are Improvement Areas?
While satisfaction scores give a clear overview of how employees feel about specific topics (such as support, tools, or communication), they don’t always reveal why a score is lower than ideal.
That’s why we introduce a follow-up question for respondents who rate a topic as slightly satisfied or below (a 1 to 4 on our 6-point scale). If someone isn’t fully satisfied, there’s likely room for improvement—and that’s where we ask:
“What could or should be improved about this topic?”
This follow-up question is optional, but highly insightful. It allows respondents to select one or more specific Improvement Areas from a predefined list tailored to the topic in question. There’s also usually an “Other” option with a free-text field, offering room for unlisted suggestions.
How It Works in Practice
Here’s a step-by-step breakdown:
- Satisfaction is measured first.
- Respondents give a score on a 1–6 scale for various key topics.
- If the score is below full satisfaction (1–4),
- the survey presents a multiple-response question asking what could be improved.
- Respondents can choose from predefined options,
- which are based on our research and experience with similar organizations.
- An “Other” option is always available, with a text field for open feedback.
- The data is analyzed both quantitatively (how often each improvement area is selected) and qualitatively (what is written in the “Other” field).
Why It Matters
Collecting data about Improvement Areas helps organizations in several ways:
- Sharper focus for action.
- Instead of reacting to a vague “dissatisfied” score, teams gain a concrete list of pain points to address.
- Prioritization becomes easier.
- When many employees mention the same improvement area, it becomes clear where action is most urgent.
- Better decisions over time.
- The “Other” responses give us insight into evolving needs or blind spots. If a new suggestion shows up frequently, we can adjust the predefined options—making the survey smarter and more relevant over time.
- Efficient storytelling in reports.
- Managers don’t have to guess what’s behind a low score. The feedback is categorized and ready to guide discussion and planning.
How This Relates to Tips and Tops
To further enrich our understanding of employee feedback, we also include a Tips and Tops section in many of our surveys. This is part of our double loop feedback methodology, which not only evaluates the current experience, but also actively identifies improvement opportunities and success drivers.
- The Tip question asks:
- “If there is one topic you would like to see improved within your organization, which one would it be and why?”
- This allows respondents to choose the one topic that matters most to them—and explain why—giving valuable insight into perceived priorities.
- The Top question flips the perspective:
- “If there is one category you’d like to compliment, which one would it be and why?”
- This helps identify what’s working well and should be preserved or even amplified.
When combined with the Improvement Areas, the Tip responses serve as a strong indicator of personal priority. If a certain topic not only gets rated low and shows up frequently in Improvement Areas and is selected often in the Tip question, it’s a clear sign that it deserves attention—both in terms of urgency and perceived impact.
Together, these layers help organizations gain a deeper, more strategic view of employee sentiment and support smarter decisions.
Conclusion
Improvement Areas turn survey feedback into something actionable. They bridge the gap between knowing a score is low and understanding why. When paired with our Tips and Tops questions, they offer a multidimensional view of what needs to improve—and what needs to be celebrated.
For organizations committed to improving the digital employee experience, these feedback elements are essential.
Want to learn more about how we use satisfaction data? Read our methodology guide here »