Definition Employee Attitude Survey. Description
A Employee Attitude Survey is an assessment of the
opinions and morale of the employees. Most often it is performed anonymously
in the form of a self-completion questionnaire. Employees are asked to rate
various aspects of the organizations on gradual satisfaction scales. Also
there may be a few open questions to allow respondents to give free-style
comments.
The data of the questionnaires can be analyzed to get an impression
of the overall satisfaction of all employees or within certain groups, Business
Units or other organizational entities.
Benefits of Attitude Surveys. Advantages
By conducting employee attitude surveys, employers show they
are listening to their staff. Taking actual action on the findings further
demonstrates to the workforce that their opinions are important and valued and can help to decrease employee Attrition.
This can pay dividends in terms of improved morale and commitment. Moreover,
an attitude survey can be used to explore specific issues, such as the reasons
for high employee turnover. Furthermore areas of concern can be identified
that require attention and offer the greatest opportunity for improvement or attitude change.
Also surveys can help to prioritize employee work objectives to improve productivity
and performance. Finally these surveys can be used to assess the current perception
about certain managers or management in general.
Many organizations opt to use an external supplier to undertake, at least
parts, of the survey process on their behalf. By doing so, they can benefit
from the supplier's specialist expertise and resources, knowledge of best
practice and experience of working with other organizations. Moreover, the
independence and objectivity of the third party can help to reassure employees
that their responses will remain anonymous and therefore influence return
rates.
Hints on conducting attitude surveys. Tips
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Include the survey process into the normal business planning
cycle.
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Create and communicate clear, specific actions from the
attitude survey data.
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Don't ask what you already know.
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Use more then one attitude survey method.
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Keep the attitude survey data anonymous, but communicate
the way it is set up.
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Decide how to analyze attitude survey data.
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Create an attitude survey sampling plan.
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Involve influential employees in the attitude survey effort.
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Be prepared to listen and act.
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Commit adequate resources: time, money.
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Use an attitude survey with good reliability and validity.
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Compare with:
Theory of Planned Behavior
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Changing
Organization Cultures |
Appreciative Inquiry
| Hawthorne Effect
| 360-Degree Feedback
| Pre-Employment
Screening | Active
Listening |
Empowerment of Employees
| Illusion of Control
Bias |
Organizational Commitment
| Efficiency Wage | Balance Theory | Cognitive Dissonance | Congruity Theory
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Special Interest Group Leader
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