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Surveys: In Pursuit of Perception

Our team has conducted over 300 surveys – of all types and with a broad range of companies. We can work with your standard protocols or deliver a turnkey process that is online or traditional. We can conduct stand-alone surveys or include other modalities for a broader diagnostic or research effort.

Surveys can function as a broad gauge of employee perceptions – the perceptions that drive behavior. For example, when employees perceive that their efforts are appreciated and that their rewards are equitable, they are likely to work harder and smarter. If their perception is the opposite, their commitment will be less and they may take a step toward turnover.

So if a major goal is to retain your best employees, you need to measure their perceptions and measure them accurately. Where flexibility is an issue – as it often is – a competent employee survey program will inform you precisely of the improvements needed to drive positive perceptions. And, as important, it call tell you some of what must be done to counter inaccurate ones. Such a survey can be combined with the other diagnostic processes to both refine the analysis and sharpen the strategy for change.

If you’ve been asked to conduct an employee survey, we can bring substantial skill and experience to your project. We draw on an extensive toolkit in developing any research:

	SQM (Succinct Query Methodology) Ensuring validity requires more employees answering fewer questions, rather than fewer employees answering many. We design all our surveys to be completed quickly while preserving maximum validity. SQM yields higher response rates, more reliable and valid data, and minimal workplace intrusion.
	Online surveys Much research has gravitated to efficient and secure online surveys. We can set them up on our systems or yours. Kept short and to the point, they can ensure high response rates and valid data.
	Valid items We draw on thousands of thoroughly tested survey items in constructing reliable instruments.
	Turnover tools The Performance Turnover Index provides a quantitative tool for isolating better performers and their intentions to stay or leave.
	Conference call focus groups can efficiently gather the highest quality qualitative information – quickly, thoroughly and affordably.
	Exit interviews – conducted by a third party on the telephone – can get to the crux of why people leave and provide design information on workforce strategies.
	Client strategies The purpose of all our research is to inform client strategies going forward – and our design, process and guidance all build this outcome.
	Employee communications Keeping participants informed creates engagement. We provide a complete package of communication tools, from pre-survey notification to employee feedback and follow-up.
	Action-planning Our tools offer both top-down and bottom-up action planning solutions to help you produce positive and lasting change.

If you are not an experienced survey developer or user, we can help avoid these problems:


	Applying unproductive research techniques
	Conducting a survey at less than ideal times
	Communicating insufficiently or inaccurately about a survey program
	Failing to safeguard the confidentiality of employees
	Asking inappropriate questions
	Asking imprecisely worded questions
	Asking questions that aren’t actionable
	Asking too many questions
	Failing to achieve an adequate response rate
	Generating data that prove neither clear nor actionable
	Writing reports that do not stimulate follow-up