What is an Employee Attitude Survey?

These surveys often contain a series of multiple choice items grouped along one or more dimensions of the organization.

The types of items included in these surveys may concern areas such as:

1. Creativity
2. Innovation
3. Satisfaction
4. Senior Management
5. Interpersonal Relations
6. Functional Expertise
7. Compensation
8. Ability to Listening
9. Customer Service
10. Communication
11. Obtaining Results
12. Analytical Thinking
13. Mentoring
14. Strategic Leadership
15. Teamwork
16. Adaptability
17. Staff Development
18. Leadership

This feedback:

• is essential to facilitating development and organizational change
• allows the organization to focus on needs and leverage its strengths
• informs the organization on which actions will create problems for the employees
• provides management with employee feedback (both positive and negative) on the internal health of the organization
• measures the impact of current programs, policies and procedures
• can be used to motivate employees and improve job satisfaction

The purpose of this document is to provide a guide to assist those who are conducting an employee attitude (employee opinion) survey.

1. Uses
2. Benefits
3. How it is conducted
4. Requirements
5. Benefits of using the Internet
6. Demos
7. Item Bank
8. Related Pages

Principle of Employee Attitude Surveys
Provides an understanding how how the employee perceives the organization and work groups.

Employee Attitude Survey: Uses

Uses for Employee Attitude Surveys include:

• Focusing of Employee Development Programs
• Enhancing Management/Employee Relations
• Training Needs Assessment
• Evaluation of Training
• Organizational Climate Survey
• Customer Satisfaction Survey

This process can also be a motivator of performance since it shows the employee that their opinions and views are considered important.

Benefits

Provides a direct means of assessing employee attitudes that would otherwise be unreported.

How it is conducted.

1. Needs Analysis Why is the survey being conducted? Meetings are held to determine the goals and objectives, as well as the content of the project. Whether implemented through individual interview or focus group this needs analysis will ensure that the critical information is gathered in the manner that best fits the customer need and will assist in determining the best method of collecting the data.
2. Focus Groups Structured meetings to gather qualitative information relevant to the survey development.
3. Survey Design Develop survey instrument by synthesizing the information gathered from needs analysis, focus groups and other documents available.

   Determine the rating scale to be used:

   1. Strongly agree | agree | (neither agree nor disagree) | disagree | strongly disagree.
   2. Excellent | good | fair | poor
   3. All of the time | most of the time | some of the time | hardly ever | never
   4. To a very great extent | to a great extent | to some extent | to a very little extent | to no extent at all
   5. Very satisfied | satisfied | (neither satisfied nor dissatisfied) | dissatisfied | very dissatisfied
4. Develop questionnaire A questionnaire used for Employee Attitude/Opinion Surveys typically contains items that are rated on a 5 point scale. These items may be developed to measure different dimensions of the organization (e.g., communication, teamwork, leadership, initiative, management, compensation, ...). Questionnaires also typically include one or more open-ended questions to solicit written feedback.

   Questionnaires typically include from 50 to 100 items. When estimating the amount of time to complete the questionnaire you should estimate about 1 minute per questionnaire item.

   If using a printed questionnaire form, you should consider using forms that can be scanned into a computer.

   It should be noted that the design of a questionnaire is usually an iterative process -- questions are formulated, tested, reformulated, tested, and so on.

5. Questionnaire Review Examine and critique of an existing survey. The review is conducted to improve the quality of the survey, and to increase the likelihood the customer receives actionable information. Critiques are also performed to increase the probability of high response rates.
6. Instrument Pre-Test Conduct an instrument pre-test, which is an examination of the data collection instrument by potential respondents. It can be completed for paper-based, as well as electronic and phone based data capture. This may include a series of telephone interviews or focus groups designed to gather feedback on the content, clarity, readability, relevance, length, and comprehensiveness of the item set, as well as the overall experience of completing the instrument.
   Pre-testing can show:
   1. poor question wording or sequencing, as well as errors in layout
   2. problems caused by the length of the questionnaire or the respondents' inability or unwillingness to answer the questions
   3. additional questions or response categories that can be pre-coded on the questionnaire
   4. non-response problems
   5. any negative repercussions the survey may have on employees
7. Ensure confidentiality of participants Steps must be taken to ensure the confidentiality of the feedback results. For example, the feedback ratings from several employees should be combined (averaged) to mask the identity of an individual employee. Comments or written answers to questions may be summarized in the results to mask the identity of the author. The confidentiality helps ensure that the results are genuine.

8. Administer the questionnaire Distribute questionnaire forms (if using printed copies) with instructions. May want to prepare answers to common questions if other employees will be assisting in the administration. If possible, post the questions and answers to your website for easy access.

   Administer it to everyone? Or, just a sample?

   1. Advantages of it to everyone:
      All employees are given the opportunity to express their opinions
      
   2. Advantages of it only to a sample:
      Reduced time to collect and process the data
      Less data to collect
9. Analyze the data Basic data analysis would include averages of ratings. More complicated analyses may include item-analysis and/or factor-analysis. Types of analyses include: Performance Dimension Summary; Summary-Performance vs. Expected; Individual Item Ratings; Item Ratings-Performance vs. Expected (normed); Highest- or Lowest-Rated Items (shows individual's strengths and weaknesses); Group & Organizational Ranking, and Recommendations for Development.

   You may want to analyze the data by organizational division or department to assess group and organizational strengths and weaknesses. This can be used to support or promote training and organizational development.

10. Written Interpretive Reports Examine data through written interpretive reports, which summarize the results of your study. We can provide reports that identify themes in the data, and provide conclusions and recommendations.
11. Presentation of Survey Results The analysis of data in report format, or on a variety of other media, such as CD-ROM, diskette, or Internet.
12. Develop and Distribute Results Feedback results should be shared with the employees.

    You may want to provide individual review sessions or group workshops conducted by a facilitator to help individuals review and understand the results and develop appropriate goals and objectives.

Requirements?

An Employee Attitude Survey process requires a coordinated effort to collect hundreds, or even thousands, of pieces of data. In addition, the validity of the results is enhanced by ensuring confidentiality of the participants.

The survey administration may require time (to complete the questionnaires) and computer resources to analyze the data.

Benefits of using Internet

Fortunately, there are many software companies that offer tools to assist you in conducting this type of feedback process. Some links to these companies can be found at the HR-Software network.

• Web Access Are your employees scattered throughout the globe? Or, across different states? No problem, just use the Internet as the medium through which your feedback process is conducted.

• Confidentiality Although the data is collected by a third-party, the confidentiality is enhanced in that fewer internal employees have access to view the data.

• Simplified Data Analysis Spending time entering data into a spreadsheet or database for analysis? Use web based tools to collect, store, and analyze data.

Request a customized free online demo from HR-Survey.com

Item Selector

Item Bank

Item Bank

Here are a list of general items:

1. [Company] does a good job communicating information about changes or that may affect employees
2. [Company] has a clear corporate "culture" and values
3. [Company] has a strong focus on the customer service and satisfaction
4. [Company] is a catalyst of change and innovation
5. [Company] makes good use of my skills and abilities
6. [Company] offers career paths in my job
7. [Company] offers me the necessary training to do my job well
8. [Company] offers real opportunities to improve my skills
9. [Company] offers technology to meet my needs and those of my customers
10. [Company] provides me with the necessary resources to do my job well
11. [Company] supports my ability to deliver high standards of quality to my customers
12. [Company] values diversity.
13. [Company]'s has high standards for business ethics
14. [Company]'s image is that of a "high quality" Company
15. At [Company], I am recognized for my accomplishments
16. At [Company], I have opportunities to improve my job skills
17. At [Company], managers communicate a clear sense of direction
18. At [Company], promotions are fair and equitable
19. Career moves at [Company] are handled fairly
20. Decisions are made in my department without unreasonable delay
21. Employees are committed to [Company]
22. Employees in my department participate in deciding how the work gets done
23. Favoritism is not a problem at [Company]
24. I am able to get the information I need to do my job well
25. I am able to meet customer needs
26. I am aware of the available training and development opportunities at [Company]
27. I am encouraged to come up with better ways of doing things
28. I am free to use my own judgment in getting the job done
29. I am given the freedom to find new and better ways to get the work done
30. I am held accountable for the work that I do
31. I am kept in the loop by my supervisor
32. I am proud to be working at [Company]
33. I am rewarded/recognized for good work
34. I am willing to share the costs of my benefits plan
35. I believe the HR department listens to my suggestions
36. I can arrange my work schedule to meet my personal and/or family needs
37. I can balance work with my personal life
38. I can contact the senior management if needed
39. I can get the information I need to do my job well
40. I can get the information that I need to do my job well
41. I can get the training that I need to do my job well
42. I feel [Company] is successful
43. I feel [Company] needs and values honest answers
44. I feel [Company]'s benefits plans are able to meet my needs
45. I feel honored to work for [Company]
46. I feel I am an important part of [Company]
47. I feel my job is secure
48. I feel satisfied with the increases in my pay and benefits
49. I feel satisfied with the information that I receive about the company
50. I feel that [Company] is a good company to work for
51. I feel the benefits offered by [Company] meet my needs and those of my family
52. I find my job personally satisfying
53. I have input into decisions that affect me
54. I have opportunities for job promotions
55. I have prioritized major goals
56. I have the materials and equipment needed for my job
57. I have the tools and equipment I need to do my job well
58. I know and understand my job responsibilities
59. I know what my supervisor expects of me in my job
60. I know what training and development opportunities [Company] offers to me
61. I like my job. It is enjoyable and challenging
62. I plan to be working at [Company] a year from now
63. I receive fair compensation for the work I do
64. I receive fair pay for my job compared to others doing similar work at other companies
65. I receive the training and support I need to do my job well
66. I regularly participate in the company's performance management system
67. I support the company values
68. I understand how my job contributes to the company's bottom line
69. I understand how my job contributes to the success of [Company]
70. I understand how my objectives are evaluated
71. I understand how my pay is determined
72. I understand the company's pay policies
73. I understand the goals of my department
74. I understand the link between my job and [Company]'s objectives
75. I understand the measures used to evaluate my objectives
76. I understand what issues face our customers
77. I would encourage friends and others to work at [Company]
78. In my department, we cooperate to get the work done
79. Management gives staff a clear vision of the direction in which we are going
80. My co-workers are committed to doing quality work
81. My co-workers work well together to accomplish our goals
82. My department focuses on solving problems instead of finding fault
83. My department has a strong focus on the customer
84. My department is aware of what customers require of us
85. My department looks for ways to improve processes and productivity
86. My department resolves conflict honestly, effectively and quickly
87. My manager recognizes me when I do a good job
88. My manager sets a good example for others to follow
89. My manager treats employees with fairness and an even hand
90. My skills are effectively used on the job
91. My suggestions are given serious consideration by managers
92. My supervisor encourages professional development of their employees
93. My supervisor gets my input and buy-in when making key decisions that impact me at work
94. My supervisor gives me enough resources to get the work done
95. My supervisor involves other employees in solving problems facing the department
96. My supervisor is a role model of quality work and a high work ethic
97. My supervisor is an effective role models for me
98. My supervisor is available when I have questions or need help
99. My supervisor is effective in delegating work assignments
100. My supervisor lets me know what is happening in the organization
101. My supervisor listens to my suggestions
102. My supervisor provides me with feedback concerning the job I do
103. My supervisor regularly talks with me about my progress
104. My supervisor sets performance goals for my job
105. My supervisor supports my goals for self development
106. My supervisor treats me fairly
107. My supervisor works with me to develop my skills and abilities
108. My team cooperates to get the work done
109. My work environment allows me to be highly productive
110. My work gives me a feeling of personal accomplishment
111. My work is challenging and interesting
112. My workload is reasonable
113. Our company is committed to providing competitive products and services to its customers
114. Overall, I am satisfied at [Company]
115. People generally advance here as fast here as they do at other companies
116. Projects in my department are managed well
117. Senior leaders have clearly established a direction for [Company]
118. Senior managers listen to me and care about my ideas
119. Staff meetings have open and honest participation
120. The company effectively utilizes my skills and abilities
121. The training offered by [Company] meets my needs
122. To better serve our customers, [Company] is committed to excellence in all activities

Related Pages

• HR-Survey
  http://www.hr-survey.com

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