The Real Value Behind Staff Surveys Merdic McLeod, M.Ed. Mary N.Imbornone, M.Ed Devereux

The Real Value BehindStaff Surveys

Merdic McLeod, M.Ed.

Mary N.Imbornone, M.Ed

Devereux

CWLA Survey Question: 1

• The agency where I currently work could best be described as:

• A. Campus-Based (R.T.C.)

• B. Community Based

• C. Other

CWLA Survey Question 2

• My primary work responsibilities are in the area of:

• A. Administration

• B. Human Resources

• C. Other

CWLA Survey Question 3

• My learning style preference for conference workshops @ CWLA is:

• A. All Lecture

• B. Some Lecture, Some discussion

• C. All Discussion

CWLA Survey Question 4

• My preference for reinforcement @ CWLA conferences is:

• A. Praise

• B. Chocolate

• C. Other fabulous giveaways

CWLA Survey Question 5

• My preference for how CWLA workshops are managed is:

• A. End them five minutes early.

• B. End them on time.

• C. End them five minutes late.

Best Practices: Survey Content

• Link questions to company’s performance or strategic direction

• Ask questions about behavior

• Include items that can be verified through another source.

Best Practices: Survey Format

• Keep sections & questions uninterrupted by page breaks

• Position demographics at the end, rather than at the beginning

• Keep questions & sections of similar length.

Best Practices: Survey Language

• Avoid asking two questions in one

• Mix up potential responses to include both negative & positive

• Avoid highly charged words

Best Practices: Survey Measurement

• Avoid questions that require ranking only

• Use an odd number of responses, evenly spaced on the page

• Frequency questions (how often) provide a better picture

Best Practices: Survey Administration

• Insure that the survey is anonymous

• Determine, in advance, units of analysis (by dept, by location,…)

• Limit survey time• Harvard Business Review, Feb 2002

THINGS WE LEARNED...

• DO let staff know why you are surveying so that the process will be meaningful

• DO insure & demonstrate anonymity

• DO make it user friendly

• DO something with the results

THINGS WE LEARNED...

• DON’T schedule the survey at a time that competes with other initiatives.

• DON’T assume staff’s access to the survey tool..check.

• DON’T overestimate the significance of the data.

THINGS WE LEARNED...

• DON’T LET THE RESULTS SIT ON THE SHELF. DO SOMETHING WITH THE DATA.

Survey Results Can Provide Information Which Drives:

• RECRUITMENT

• RETENTION

• ORGANIZATIONAL INITIATIVES

Surveys Can Provide Information Which Identifies:

• TRENDS

• STRENGTHS

• WEAKNESSES

• OPPORTUNITIES

RECRUITMENT DATA...

• Tells you where they come from and why

• Tells you how to better market yourself

• Provides an ROI on current recruitment practices

• Suggests how to best invest future recruitment dollars

Sample Recruitment Questions

• What most attracted you to seek employment with us?

• How did you first hear about us?

• In what type of industry did you last work?

DEVEREUX LEARNED…Why are they attracted to us?

• 1. Desire to work with children & adults

• 2. Opportunities suited to applicant’s qualifications

• Only 2% came for the compensation

DEVEREUX LEARNED…Where did applicants come from?

• 36% came from a field outside of what we normally view as our competitors

CWLA SURVEY QUESTION 6Why do staff leave their jobs?

RETENTION DATA...

• Tells you what it would take to make people stay (satisfiers)

• Tells you what factors might make them leave you (dissatisfiers)

• Provides an ROI on current retention practices

RETENTION DATA...

• Suggests how to best invest future retention dollars

Sample Retention Questions...

• My supervisor treats me in a professional manner.

• I feel that there is meaningful recognition for a job well done.

• Feedback on staff performance is timely.

• Policies and practices are fairly applied.

DEVEREUX LEARNEDPrimary Satisfiers Are...

• Strong affinity to the mission & vision of Devereux

• Training and Education opportunities are highly valued

• Increasingly satisfied with the quality of supervision

DEVEREUX LEARNEDPrimary Dissatisfiers Are...

• Need to continue to improve timeliness of performance appraisals

• Need to improve giving meaningful recognition for job well done

• Need to increase the level of trust in the organization.

ORGANIZATIONAL INITIATIVES DATA...

• Tracks the progress of organizational initiatives

• Measures staff awareness of organizational goals

Sample O.I. Questions...

• I observe others in my department respecting the differences in others.

• My supervisor treats me and others without favoritism.

• Policies and practices are fairly applied.

DEVEREUX LEARNED…

• The trend is positive in the diversity dimensions being tracked

Employee Survey Resources

• Wonderlic Employee Opinion Survey

• London House Quality Health Care Employee Inventory

• Weidner Workplace Beliefs Survey

CWLA SURVEY QUESTION 7How Many of You Are Currently Doing Organizational Surveys?

What’s Working At Your Agency?