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Sådan får du en høj svarprocent med Woba (en)

At Woba, we know that a high response rate is essential for delivering valid and actionable data. A low response rate can distort the true picture – weakening both the decision-making foundation and trust in the process. That’s why we’ve gathered our recommendations for you in HR, to help you succeed with both engagement and participation.

1. 🔑 Leadership Support is Essential

  • Anchor the survey at the top level – for example, with a personal email or video message from the CEO.

  • Activate middle managers to reinforce the message locally and motivate their teams.

  • Make it clear that the survey is a shared strategic tool, not just an HR initiative.


2. 📣 Communication Before, During, and After

Before the survey:

  • Send a personal invitation via email, ideally from the direct manager or HR.

  • Explain the purpose, anonymity, and the benefit of participating for employees.

During the survey:

Woba's recommended schedule:

  • Invitation (e.g., Tuesday at 9:00 AM)

  • Reminder 1 (Thursday morning, Day 3)

  • Reminder 2 (Next Tuesday, Day 7)

  • Reminder 3 (Day before closing – optionally with current response rate shown)

  • Communicate openly: “70% of your colleagues have already participated – thank you!”

After the survey:

  • Share highlights and the action plan.

  • Inform employees about next steps – and when they’ll happen. This boosts future participation.


3. ✅ Make Participation Easy

  • Woba’s surveys are mobile-optimized and take less than 10 minutes to complete.

  • Emphasize that all responses are 100% anonymous – and explain how.

  • Use graphics or short videos to show how easy it is to participate.


4. 🗓️ Timing and Duration

  • Run the survey for 10–14 days – ideally start on a Tuesday and end on a Friday.

  • Avoid busy periods like holidays, fiscal year-end, or major campaign weeks.

  • Use reminder functions targeted at non-responders – to avoid "survey fatigue."


5. 🔁 Show What You Did Last Time

  • Use concrete examples from the previous survey:

    “In the last survey, many mentioned the need for better onboarding – so we have now…”

  • Reuse this type of messaging in the invitation and follow-up emails. It creates a sense of value.


6. 🎮 Use Gamification and Incentives (Optional)

  • Make department-level response rates visible (not individual responses).

  • Run small competitions: Which team reaches 100% first?

  • Prizes can be social or symbolic: lunch, cake, or a certificate.


7. 👥 Equip the Managers

  • Provide access to real-time response rate data for their own team.

  • Equip them with a simple leader guide:

    • How do I introduce the survey?

    • What if someone is critical?

    • How do I follow up when the data is available?


🎯 What is a Good Response Rate?

Response Rate Meaning
< 60% Critically low – low trust or poor anchoring
60–80% Acceptable – but there is potential
80–90% Very satisfactory
> 90% Excellent – share your case with Woba!
 

🧭 Conclusion

A high response rate doesn’t happen on its own – but with the right setup, leadership support, and clear communication, you can achieve over 90% participation. That not only gives you better data – but also builds stronger trust and a healthier culture.


📦 Want a Complete Communication Kit?

Woba offers email templates, reminders, infographics, leadership materials, and visual status updates – ready to use in your organization.

Contact your Customer Success Manager – we’re happy to help.