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Member You - Employee Communication Surveys: Seven Tips For Successful Design and Implementation
1. Their guarantee. Only work with designers that stand 100% behind their work.This is an easy way to identify if the designer is an expert and a reputableartist - ask how he/she stands behind the work and service.2. Their current portfolio - Does their portfolio have the quality of work thatyou want and expect?3. Past testimonials - What have past clients said about them?4. Their willingness to educate you and your staff - Will the designer takethe time to work with you and your staff, and provide top-notch support andservice?5. The value-added services they can offer (we offer content editing, customand stock photography, video services, photo editing, as well as assistancein marketing/advertising) - If you might need these additional services
Inducements and Reminders
Survey participation rates are typically ten percent or less. You can dramatically improve on this completion rate by conducting some simple follow up. As you get closer to the survey cut-off date (of course, you will have publicized that date with your survey), send out an email reminder or have someone call the respondents personally. Advertising a prize to go to the first to complete the surveys will also increase the participation rate.
Distribute results
Once the results are in and analyzed, distribute your findings first to your client managers and then to employees. Withholding results from employees will only breed cynicism and distrust and make your n
In today’s competitive market, the ones that outlast and survive are those that can do more things and programs with lesser resources. This is why increasingly, we are seeing companies’ budget requiring a reduction in overheads and capital expenditures, whilst profits and revenues are expected to increase. Companies have little choice as the marketplace, the shareholders and the investors dictate this. As with eating, in company less corporate fats really does mean more.Carl von Clausewitz, a nineteenth-century Austrian officer who fought in the Napoleonic wars and is regarded as the ‘father’ of western military strategic thought, wrote in his classic book On War: “War is not the action of a living force upon lifeless mass, but always the collision of living forces.” And Field Marshal Montgomery sai
So, your organization is suffering from poor communication practices. John complains that his boss never tells him anything. Sally is expected to come up with sales targets without being briefed on this year’s company strategy.
Where do you start in improving ineffective communication between people? A good first step in fixing communication problems in any organization is to survey employees. Even if there are no obvious problems, surveys can help get an organization to the next level of performance.
What are the benefits you would expect to see in conducting a communication survey and acting on the results? Well, you could experience some of the following:
*improved employee satisfaction
*lower turnover
*reduced absenteeism
*less political infighting
*greater levels of manager-worker trust
*reduced defect rates
*higher customer satisfaction
A well-run survey can give your organization these benefits. However, a poorly conducted survey can have the opposite effect. Surveys badly planned, rolled out and followed up can actually increase employee cynicism and resistance to change. It may also worsen employee turnover and absenteeism. And this impacts on customer satisfaction and your bottom line.
Communication Survey Tips
So, what do you need to consider before rolling out your survey? Here are seven useful tips to get you heading in the right direction.
Question types
Include in your survey questions requiring limited tick-the-box responses, such as Yes/No and Strongly Agree/Agree/Disagree/Strongly Disagree. Including these questions will allow you to perform quantitative analyses that you can use to compare results between different demographics and to use as a benchmark for future surveys.
However, just as importantly, allow provision for free form comments. Everything that people will want to say will not fit into your pre-packaged boxes. A good idea is to run Focus Groups with a random sample of survey respondents after the survey forms have been collected and analyzed. These discussion groups are invaluable in performing a sanity check on your results so far and in teasing out issues that have surfaced in the written survey.
Anonymity
Guarantee absolute anonymity for the people completing the survey and make this clear in the survey instructions. Some employees will either not complete the survey or give sanitized answers if they believe that their identity will be disclosed with their answers and comments.
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the people completing the survey are small in number and at the one location, then hardcopy distribution will not be a problem. As the number of respondents increase and the locations become more dispersed, give more consideration to the need for electronic distribution. Think about putting the survey on a local intranet or internet web server.
To make filling out the form easy for people, have it so that the form can be completed online. If this is not possible, either send the form by email or put it on an accessible server from which people can download it. If your survey respondents are not comfortable with technology, then be wary of online options and provide plenty of employee support if you decide to go down that road.
Inducements and Reminders
Survey participation rates are typically ten percent or less. You can dramatically improve on this completion rate by conducting some simple follow up. As you get closer to the survey cut-off date (of course, you will have publicized that date with your survey), send out an email reminder or have someone call the respondents personally. Advertising a prize to go to the first to complete the surveys will also increase the participation rate.
Distribute results
Once the results are in and analyzed, distribute your findings first to your client managers and then to employees. Withholding results from employees will only breed cynicism and distrust and make your ne
Probably the most common mistake novice company newsletter publishers make is this: writing about the wrong person.What do I mean by that? Simply, that it's not enough (and it's not effective) to write about you, your company and your product or service. The fact is this: while you are no doubt incredibly interesting to you, unfortunately, no one else will share your interest.Instead, they'll just say "so what?"So while you'll want to include information about who you are and what you do in some way, the bulk of the newsletter should be about topics that will interest the reader.This doesn't mean you have to steer away completely from writing about your product or service. But instead of writing about the features of what you offer (saying, basically, how great you are) write about how your pro
A well-run survey can give your organization these benefits. However, a poorly conducted survey can have the opposite effect. Surveys badly planned, rolled out and followed up can actually increase employee cynicism and resistance to change. It may also worsen employee turnover and absenteeism. And this impacts on customer satisfaction and your bottom line.
Communication Survey Tips
So, what do you need to consider before rolling out your survey? Here are seven useful tips to get you heading in the right direction.
Question types
Include in your survey questions requiring limited tick-the-box responses, such as Yes/No and Strongly Agree/Agree/Disagree/Strongly Disagree. Including these questions will allow you to perform quantitative analyses that you can use to compare results between different demographics and to use as a benchmark for future surveys.
However, just as importantly, allow provision for free form comments. Everything that people will want to say will not fit into your pre-packaged boxes. A good idea is to run Focus Groups with a random sample of survey respondents after the survey forms have been collected and analyzed. These discussion groups are invaluable in performing a sanity check on your results so far and in teasing out issues that have surfaced in the written survey.
Anonymity
Guarantee absolute anonymity for the people completing the survey and make this clear in the survey instructions. Some employees will either not complete the survey or give sanitized answers if they believe that their identity will be disclosed with their answers and comments.
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the people completing the survey are small in number and at the one location, then hardcopy distribution will not be a problem. As the number of respondents increase and the locations become more dispersed, give more consideration to the need for electronic distribution. Think about putting the survey on a local intranet or internet web server.
To make filling out the form easy for people, have it so that the form can be completed online. If this is not possible, either send the form by email or put it on an accessible server from which people can download it. If your survey respondents are not comfortable with technology, then be wary of online options and provide plenty of employee support if you decide to go down that road.
Inducements and Reminders
Survey participation rates are typically ten percent or less. You can dramatically improve on this completion rate by conducting some simple follow up. As you get closer to the survey cut-off date (of course, you will have publicized that date with your survey), send out an email reminder or have someone call the respondents personally. Advertising a prize to go to the first to complete the surveys will also increase the participation rate.
Distribute results
Once the results are in and analyzed, distribute your findings first to your client managers and then to employees. Withholding results from employees will only breed cynicism and distrust and make your n
What do you do with junk mail? Are you like me? I toss this stuff without opening it – unless I see some benefit. Publication editors do the same. They toss news releases that don’t demonstrate a benefit to their audience.What’s the difference between a release that gets used and one that hits the editor’s circular file? Here are seven easy tips for writing releases that get picked up rather than thrown out.1. Make sure it’s newsworthy. What’s newsworthy, you ask. To be newsworthy your topic needs to be timely, of interest to the publication’s audience, benefit-oriented, and substantive (that is, not self-serving, hype or fluff.)2. Write a powerful headline. The headline is what will pull in the editor or leave her/him cold. Keep it short and descriptive, but make it interesting.3. Use
However, just as importantly, allow provision for free form comments. Everything that people will want to say will not fit into your pre-packaged boxes. A good idea is to run Focus Groups with a random sample of survey respondents after the survey forms have been collected and analyzed. These discussion groups are invaluable in performing a sanity check on your results so far and in teasing out issues that have surfaced in the written survey.
Anonymity
Guarantee absolute anonymity for the people completing the survey and make this clear in the survey instructions. Some employees will either not complete the survey or give sanitized answers if they believe that their identity will be disclosed with their answers and comments.
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the people completing the survey are small in number and at the one location, then hardcopy distribution will not be a problem. As the number of respondents increase and the locations become more dispersed, give more consideration to the need for electronic distribution. Think about putting the survey on a local intranet or internet web server.
To make filling out the form easy for people, have it so that the form can be completed online. If this is not possible, either send the form by email or put it on an accessible server from which people can download it. If your survey respondents are not comfortable with technology, then be wary of online options and provide plenty of employee support if you decide to go down that road.
Inducements and Reminders
Survey participation rates are typically ten percent or less. You can dramatically improve on this completion rate by conducting some simple follow up. As you get closer to the survey cut-off date (of course, you will have publicized that date with your survey), send out an email reminder or have someone call the respondents personally. Advertising a prize to go to the first to complete the surveys will also increase the participation rate.
Distribute results
Once the results are in and analyzed, distribute your findings first to your client managers and then to employees. Withholding results from employees will only breed cynicism and distrust and make your n
Many people make transition from employee to entrepreneur every year. Most of them fail because they are not ready to change. It is on a different league when you are working and starting your own business. I have noticed several important point you have to consider before becoming an entrepreneur.It is important for you to ask yourself whether you are ready or not to become an entrepreneur after reading this article. If you are not ready just prepare it before you start it, because the capital you used will never come back, trust from your partner will already crumbled if your business are not going well.I'm not scaring you but it is true, and I was had it as one of my entrepreneur experience. I just don't want you to suffer like I was. Fortunately I was able to overcome it and make a success. Okay, here we
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the people completing the survey are small in number and at the one location, then hardcopy distribution will not be a problem. As the number of respondents increase and the locations become more dispersed, give more consideration to the need for electronic distribution. Think about putting the survey on a local intranet or internet web server.
To make filling out the form easy for people, have it so that the form can be completed online. If this is not possible, either send the form by email or put it on an accessible server from which people can download it. If your survey respondents are not comfortable with technology, then be wary of online options and provide plenty of employee support if you decide to go down that road.
Inducements and Reminders
Survey participation rates are typically ten percent or less. You can dramatically improve on this completion rate by conducting some simple follow up. As you get closer to the survey cut-off date (of course, you will have publicized that date with your survey), send out an email reminder or have someone call the respondents personally. Advertising a prize to go to the first to complete the surveys will also increase the participation rate.
Distribute results
Once the results are in and analyzed, distribute your findings first to your client managers and then to employees. Withholding results from employees will only breed cynicism and distrust and make your n
Our society has never been so well connected, so why is it that business owners all around the world still can’t seem to get to their target markets faster?With the “IT” landscape continuously changing, working out ways to take advantage of all of this new technology has never been so time consuming.However, business owners and companies have never been in such a prime position to utilise their business connections to reach their target markets easier.But how do you utilise your business networks to access more customers faster, reduce your marketing costs and create mass awareness in a relatively short amount of time.IT Based Cross Promotional StrategiesThink for a moment, are there business owners out there that would like access to your existing client base?Of course there are,
Inducements and Reminders
Survey participation rates are typically ten percent or less. You can dramatically improve on this completion rate by conducting some simple follow up. As you get closer to the survey cut-off date (of course, you will have publicized that date with your survey), send out an email reminder or have someone call the respondents personally. Advertising a prize to go to the first to complete the surveys will also increase the participation rate.
Distribute results
Once the results are in and analyzed, distribute your findings first to your client managers and then to employees. Withholding results from employees will only breed cynicism and distrust and make your next survey all that more difficult to get a satisfactory response rate.
Break down your results into meaningful groups, such as by department or by region. The reporting groupings need to be small enough that people can identify with the group enough for a meaningful action plan to be developed.
Be prepared for some kickback from defensive managers. Frank employee feedback is both confronting and jarring, especially for those managers not used to it. Use your best facilitation skills to deliver the key messages. If you are in a politically charged environment, use a professional facilitator to perform this sensitive task.
Follow up and Rewards
A survey conducted with no plan for action is not only a waste of resources but will leave employees asking why they bothered to feedback to managers how they felt. Work with each manager to construct an action plan that they agree with. Remember, it is the manager that will be implementing the plan, not you. Get back with each manager three or six months later to review how they are progressing with their plan and report the results to the organization. As you see communication practices improve across the organization, make sure that managers get rewarded.
By following the above tips, you’re sure to get the most benefit from your employee communication survey. The key is to leave room for free form comments on the survey form whilst guaranteeing that participants will not be identified in the results. Make the survey accessible and follow up to ensure that a sufficient number of people respond. You can maximize your response rate by offering rewards. After analyzing the results, distribute to all employees. A survey report ignored is a survey wasted, so develop an action plan and follow up with managers.
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