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Employee attitude survey checklist

 

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Employee attitude survey is a good chance to assess opinions and morale of the employees in an organization. Most often such surveys are performed anonymously in the form of questionnaire. There is also a method of face-to-face interview. The employee attitude survey checklist shows you how to organize the survey and which method is be to used.


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Employeeattitudesurveychecklist.zip 4,7 Kb


Order 750 checklists in MS Word and PDF printable format at $49.99 USD only. BUY NOW! 

1. Define the scope and coverage of the survey

  • Set up goals and objectives of the survey
  • Determine the subject on which employees' opinions are to be collected
  • Define timeframes for the survey
  • Consider which employees are to be included in the survey (all employees, one department, only sales specialists, etc.)
  • Explain the reason behind the survey to all employees

2. Decide who is to run the survey

  • Think over who could be assigned to role of the survey coordinator
  • Prepare survey documentation
  • Consider whether you need to involve an agency or external consultant to run the survey

3. Selecting a survey method: Questionnaire and face-to-face interview

  • Select a method depending on the number of the employees to be surveyed, the type of information needed and the resources available
  • Consider Questionnaire method

Questionnaire is to be filled in by the employee. This method is particularly useful when there is a lot of employees to be examined and when the information is of the "Yes/No" type.

  • Consider face-to-face interview with the employees

This method can be organized on either an individual or group basis. As you contact the employee interactively, true attitudes can be studied more deeply. The disadvantages of this method are that the interviews are time-consuming, impractical for a large number of the employees, and can suffer from inconsistent results that are difficult to assess.

4. Defining the questions and procedures

  • The questionnaire (or guidelines for face-to-face interviews) should be formulated considering he following points:
    • the questions are clear and unambiguous
    • the questions shouldn't take a long time to complete
    • the questions should totally cover the survey subject
    • the information obtained should be easy to analyze
    • provide and ensure confidentiality
  • Make sure all questions are not discriminatory in any way
  • Discuss and approve final revision of the questions with professionals

5. Running a pilot survey

  • Select a pilot group of employees and ask them to undertake an interview or complete a questionnaire
  • Ask the employees whether they had any problems in completing the survey
  • Check whether the information obtained is what was being looked for
  • Make amendments and modifications to the questionnaire or provide additional coaching for the interviewers

6. Implementing the survey

  • Organize the interviews or distribute the questionnaires
  • To avoid loss of impetus, leave as short a time as possible for the survey to be completed (allowing sufficient time for those employees on annual leave).
  • Provide support and reply to all questions from the employees

7. Analyzing and reporting results

  • Provide the survey results senior management and employees to avoid probable distrust and suspicion
  • Provide the employees only with a summary as they may not wish to read a lengthy document
  • Use benchmarking to get the results in more ....


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