Employee Opinion Survey Sample Results Demo 1
A brief introduction describes the survey process.
Due to its continued commitment to the development of the organization and its staff, in particular improving the organizational culture, [Company] elected to conduct an Employee Opinion survey.
The survey examines each employee's viewpoint on a variety of organizational topics including safety, training, career development and communication. The hope is to use the input to help guide actions related to improving the organizational culture. HR-Survey worked closely with [Company] to design a questionnaire that fulfilled the requirements of the organization.
The survey itself was launched . During this period the survey was administered to employees via a web link on a voluntary basis. Employees were allowed time during their working day to complete the survey and due to the nature of the web link were able to respond on a confidential and honest basis as HR-Survey handled the administration of the survey responses.
This survey measured employee satisfaction on a variety of topics and within several work group classifications. The survey also included several open-ended items to gather information in the form of suggestions and explanations.
The primary purpose of the survey is to collect benchmark data (a baseline) about the perceptions of employees. This information will be used to enhance the employee work environment and and career development opportunities. These survey results will help identify:
- Opportunities to improve job satisfaction, the organizational climate, employee training, and career development opportunities.
- Differences in opinions and attitudes across different demographics, stakeholders, and constituents. This information may help make recommendations to create a more inclusive work environment.
- Recommendations for action items and organizational development plans, strategic goals, and iniatives.
The survey included all regular full and part time employees, temporary employees, and also on-site contractors. We are proud to say that the survey achieved an 80% response rate. The survey was administered in 4 different languages (English, French, Spanish, Japanese) to accommodate the global offices.
Types of Questions
The questionnaire was comprised of four main types of items: 4-point Likert scaled items (Strongly Disagree to Strongly Agree), Open-Ended text boxes.
Summary of Findings
This survey measured employee satisfaction on a variety of topics. Satisfaction was measured using a -point scale from Strongly Disagree to Strongly Agree. The survey also included several open-ended items to gather information in the form of suggestions and explanations.
Overall Response Rate: Number of respondents.
- 167 respondents completed the questionnaire.
Please note however, that not every participant completed every item. Therefore, within these results you may find some items with a higher number of respondents (the 'n'-size) than other items.
Overall Scores: The percentage of participants who agreed or strongly agreed with the items on the survey questionnaire.
that [Company] is a good place to work.
Response Rates: Rates by Demographic variables. Include demographic variables on the survey for more detailed results.
Summary Scores: by Dimension. The Average Score and Percentage of Agreement (Level of Agreement).
Overall (by Demographics): This table shows averages of all items grouped by demographic.
The following document contains the results of [Company]
The survey was open to all employees to ensure that the views of employees are taken into account in an effort to improve performance, services, and quality.
The Survey was intended to measure and gauge employees? perception of the company and its employee initiatives.
Why conduct an employee survey? Can't I get the same information just by "walking around" and asking the employees myself?
A skilled manager does interact with their employees on a regular basis. But a survey provides a way of supporting formal and informal communication methods. All employees are asked the same questions which greatly enhances the interpretation of the responses gathered from the survey.
A survey makes it possible to gather responses from individuals who may otherwise be hesitant to speak about their opinions and suggestions.
Employee surveys perform a number of useful objectives. Surveys can:
- provide benchmarks for comparison
- empower employees to contribute to the growth of the organization
- open lines of communication with the employees
- measure attitudes and opinions
- form the basis of future employee development programs
Purpose of this Survey
This survey is not a measure of employee happiness or misery. Rather, the purpose of the survey was to gather feedback from employees in order to make [Company] a better place to work.
A questionnaire was specifically developed for this purpose. This questionnaire measures facets of the organization that employees feel satisfied with, those which are viewed less favorably, and opportunities for improvement.
Monitoring satisfaction of employees and identifying areas that need improvement can result in lower turnover rates and help retain high performing staff members.
What to do with these results
Considerable time and effort were taken to develop the questionnaire. Employees invested their time in the completion of the on-line questionnaire forms. Results were generated and included in this document. But two important parts of the process are left to be implemented: Decision
The complete survey process is composed of:
Measurement The questionnaire was specifically designed to measure facets of employees at the Company.
Orientation The results of this survey will serve to provide an orientation from which to take action.
Decision Senior management must decide on a course of action to implement changes and strategies identified by the employees.
Action Management must execute and implement changes and strategies.
All employees at [Company] were included in this survey. An email invitation was sent to the employees.
The survey was conducted by HR-Survey which prepared the web-based questionnaire for administration to the employees. Names and employee data were not collected. No individual employee data is linked to employee responses.
The survey was conducted for two weeks in . The survey questionnaire was operated by HR-Survey who ensured the anonymity of all respondents. Information was not collected that would reveal the identity of the respondent.
"Closed-ended questions" asked users to respond on a scale, for instance, from "Strongly Disagree" to "Strongly Agree."
Results between 1.0 to .0 indicate respondents are predominately not in agreement with the survey question. Results .0 to .0 indicate respondents predominately agree with the question.
The survey findings are largely in the form of descriptive statistics and narrative conclusions.
Guide to Interpreting the Tables
The following pages contain several types of tables.
Response Rates Table
The first shows the number of respondents (n), average score (Avg), and number and percentage of respondents for each of the alternatives for the item. An example of this type of table is shown below. The responses to these items on the survey were assigned a numeric value that ranged from 1 to . The value of 1 was assigned to "". The value of was assigned to "". This makes it possible to calculate an "average score" for each item which is useful in comparing different items or different groups of respondents on the same item.
Level of Agreement Table
The next table shows a graphic representation of the percentages of responses. The table includes a graph that uses colors that range from green to red where green represents a high level of agreement with that item on the survey and red represents a low level of agreement with that item. Items that show a larger section of green indicate employees have a high level of agreement with that item.
Top Ten / Bottom Ten: What were the highest and lowest scoring items on the survey? The table below lists these.