# National Member Survey (NMS) The National Member Survey (NMS) is AIESEC in Denmark's primary tool for measuring member experience and satisfaction across all Local Committees (LCs). It captures how members feel about their AIESEC experience — from team dynamics and leadership quality to personal development and organizational culture. The NMS is how the organization listens to its members at scale. {% hint style="info" %} The NMS is confidential. Individual responses are never shared with Team Leaders (TLs), Vice Presidents (VPs), or Local Committee Presidents (LCPs). Only aggregated, anonymized results are reported at the LC and national level. {% endhint %} ## Purpose The NMS exists to answer three core questions: 1. **How are our members doing?** Are they engaged, supported, and growing? Or are they struggling, disconnected, or considering leaving? 2. **Where are the gaps?** Which aspects of the member experience (onboarding, leadership, tools, communication, development) are strong, and which need improvement? 3. **How do we compare?** How does each LC's member experience stack up against the national average and against previous terms? The NMS is not a performance evaluation of individuals — it is a diagnostic tool for the organization. ## Frequency The NMS is conducted **twice per term**: | Wave | Timing | Purpose | | ----- | ------------------------------------------ | ------------------------------------------------------------------------------------------------------------------ | | NMS 1 | Mid-term (approximately November/December) | Early signal. Identifies emerging issues while there is still time to address them during the current term. | | NMS 2 | End of term (approximately April/May) | Full assessment. Measures the overall term experience and provides baseline data for the incoming MC and EB teams. | {% hint style="warning" %} NMS dates are set by the MC Talent Management (TM) Manager at the start of each term and communicated at the National Planning Meeting (NPM). Check with your MC TM Manager for exact dates. {% endhint %} ## What the Survey Covers The NMS typically includes questions across the following dimensions: ### Member Experience Dimensions * **Onboarding quality** — Was the member properly welcomed, informed, and supported in their first weeks? * **Team dynamics** — Does the member feel part of a functional, supportive team? * **Leadership quality** — Does the member's TL/VP communicate effectively, set clear expectations, and provide feedback? * **Personal development** — Is the member learning, growing, and building skills through their AIESEC experience? * **Organizational culture** — Does the member feel the LC lives AIESEC's values? Is there a sense of belonging and inclusion? * **Tools and resources** — Does the member have the tools, information, and access they need to do their work? * **Communication** — Is internal communication (Slack, meetings, email) clear, timely, and helpful? * **Overall satisfaction** — Would the member recommend AIESEC to a friend? Would they continue for another term? ### Question Format Most questions use a Likert scale (1–5, from "Strongly Disagree" to "Strongly Agree") for quantitative analysis. The survey also includes open-ended questions for qualitative feedback (e.g., "What is the best part of your AIESEC experience?" and "What one thing would you change?"). ## How to Participate 1. The MC TM Manager sends the survey link to all active members via Slack and email. 2. The survey is open for approximately 7–10 days. 3. Members fill it in individually and anonymously (the survey does not collect names or email addresses tied to responses). 4. VPs and LCPs encourage participation in team meetings and GBMs. {% hint style="info" %} High response rates make the data more meaningful. The national target is typically 70%+ response rate per LC. If your LC is below that threshold, your VP TM should follow up with reminders and encouragement. {% endhint %} ## How Results Are Used ### At the LC Level * **VP TM reviews the results** and presents a summary to the EB within two weeks of the survey closing. * **The EB discusses the findings** and identifies two to three actionable improvements for the remainder of the term. * **Action items are tracked** and revisited at subsequent EB meetings. * **If a specific team scores significantly below average**, the VP responsible has a follow-up conversation with the TL to understand the root cause. ### At the National Level * **The MC TM Manager compiles national results** and shares an anonymized, aggregated report with all LCPs. * **LC-to-LC benchmarking** allows LCPs to see how their LC compares to the national average on each dimension (without identifying individual LCs by name in shared reports). * **The MC uses national trends** to adjust support priorities, conference content, and standards emphasis for the remainder of the term. * **Term-over-term comparison** helps the MC measure whether national initiatives (e.g., new onboarding standards, leadership development programmes) are having an impact. ### What Results Should NOT Be Used For * **Identifying individual respondents.** The survey is anonymous. Do not attempt to guess who wrote a specific comment. * **Punishing LCs or leaders.** Low scores are a signal to provide support, not a reason for blame. * **Ignoring inconvenient feedback.** If the data says something uncomfortable, that is exactly the data you need to act on. {% hint style="danger" %} Using NMS results to retaliate against members or leaders who provided critical feedback is a violation of AIESEC's Safe Space Policy. If you witness this, report it through the [Case Flow](/recruitment/case-flow.md) process. {% endhint %} ## Roles and Responsibilities | Role | Responsibility | | ------------- | ------------------------------------------------------------------------------------------------------- | | MC TM Manager | Designs the survey, sets the timeline, distributes it, compiles national results, and shares the report | | LCP | Encourages participation in their LC and ensures the EB acts on results | | VP TM | Promotes the survey within the LC, reviews LC-level results, and leads the EB discussion on findings | | TL | Encourages their team members to participate and follows up on team-specific feedback | | Member | Fills in the survey honestly and thoughtfully | ## NMS Timeline (Typical) | Step | Timing | Owner | | --------------------------------- | ------------------------- | -------------------------- | | Survey design and testing | 2 weeks before launch | MC TM Manager | | Survey launch announcement | Day 1 | MC TM Manager + all VPs TM | | Survey open period | Days 1–10 | All members | | Reminder at midpoint | Day 5 | VPs TM | | Final reminder | Day 8 | VPs TM | | Survey closes | Day 10 | MC TM Manager | | National results compiled | Within 2 weeks of closing | MC TM Manager | | LC-level results shared with LCPs | Within 2 weeks of closing | MC TM Manager | | EB discussion and action planning | Within 3 weeks of closing | LCP + VP TM | *Last updated: April 2026 · Maintained by: MC Talent Management Manager* --- # Agent Instructions: Querying This Documentation If you need additional information that is not directly available in this page, you can query the documentation dynamically by asking a question. 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