On the premise that most organizations have at one time or another considered doing an employee opinion survey, and many who have done so have found the process less than fulfilling, this webinar offers some 'do's and don't's about employee surveys, and in particular, for taking the pulse of your workforce.
Examining the 'Critical Success Factors' for using such a tool, this course begins by emphasizing the need for a Commitment to the Process, explaining that organizations deploying an employee survey absent the genuine support and commitment of top management are wasting time, money, and valuable
In discussing the survey itself, we'll provide tips on how many and what kinds of questions will yield the most valuable information, and how to decide among the various response types (Likert scale, yes/no, open-ended, and other response types).
We'll discuss the pros and cons of outsourcing the survey to a qualified outside vendor, and of developing and executing the survey internally.
Other important items to consider have to do with how the survey is actually administered (i.e., face-to-face, by mail, electronically, etc.), and the instructions
people are given about completing the survey.
Next, we'll discuss how, when, by whom, and to whom the results of the survey should be presented. We know that the survey effort will be successful only to the extent that people below the rank of vice president actually take ownership of the data, and also that generally, each workgroup or team should get its own discreet
Stale information is of little or no value, be it financial data or employee survey results, and so we'll cover the appropriate amount of time between the actual administration of the survey and the return of the results.
Given that one of the major benefits of a survey process is the opportunity to measure results over time, organizations should commit themselves to periodically
resurveying their workforce. Using a "Goldilocks" approach, we'll talk about how to decide, for your organization, what is too often, too infrequent, and "just right", based on the objectives of your survey, and the history of employee and other types of surveys in your organization.
Finally, we"ll close by discussing the vital importance of actually using
the data you glean from the survey to make changes in the organization and its people practices, to create a more focused, engaged, and capably led workforce.
Areas Covered In the Session:
Who will benefit:
- Reasons to conduct an employee survey
- The frequency of surveys to maximize participation and optimize information
- Pitfalls to avoid in conducting employee surveys
- Practical minimum workforce size for conducting an employee survey
- How to construct an effective survey (question type, question wording, and scoring scale)
- How to introduce and deploy the survey
- Modalities and methods of survey deployment (electronic, paper, and hybrid)
- Organization of results by workgroup and manager
- How, and with whom, to share the results
- What to do with the information
- Human Resources Managers and Executives
- Vice Presidents and Directors of Operations and other areas within the companies
- CEO’s of small to medium sized organizations