DrSurvey on Measuring Employee Attitudes

Using surveys to measure employee perceptions and feelings can be a powerful tool of management, a waste of resources, or even a cause of turmoil. We can help measure your employees' perspectives on key issues for a variety of business purposes (e.g., to retain employees, to increase productivity, etc.), administer them using an efficient and cost-effective process, and report results after careful analyses removing "noise."

Content

Employee perceptions of various aspects of the work situation can help target appropriate action by management. Examples of phenomena that we may measure include:

Organizational politics
Role clarity
Role ambiguity
Organizational support
Uncertainty
Cohesion
Goal importance
Safety climate
Management/supervision performance
Speed-quality balance
Participation in decision-making
Communication (various types and levels)

Employee reports of job-relevant outcomes can help you not only better understand the importance contextual issues measured in other parts of the survey but also predict other outcomes (e.g., turnover and low productivity):

Role stress
Burnout
Stress
Productivity (effectiveness and efficiency)
Job satisfaction
Organizational commitment
Intentions to leave

Measuring characteristics of the individual employees permits us to identify the source of the problem. In other words, is it the situation (which would require management action), or is it the employee? These may include:

Emotional labor (which reflects the job-fit of employees in service roles)
Exchange ideology
Mood at work
Delay of gratification
Expectations

Goal congruence and speed-quality balance congruence, which are computed metrics, provide powerful assessments of the extent to which your employees are congruent with each other and with management on critical priorities.

We may also compute agreement (r_wg) indices that permit us to ascertain employee agreement in their perceptions, which is important in determining what is real and what is not.

Method

First, we design the survey based on your business needs and then administer them in the appropriate format (e.g., online, telephone, face-to-face, or paper-and-pencil).
After collecting the data, we conduct analyses (e.g., response rate and psychometric analyses) necessary to ascertain the reliability and validity of the results before reporting results.
Then, we present the results in the format appropriate for your situation and based on the results. In general, we recommend that the reports be presented at the lowest possible level psychometrically justifiable. We do not encourage making comparisons with external norms.
We take steps to prepare you to address the issues coming out of the results, including identifying the key issues, feedback training, and strategic report presentation.

Employee Attitude Surveys by DrSurvey

We go several steps beyond many (if not most) other survey firms in order to provide the most cost-effective survey process we believe possible.

We combine best-practice survey issues with enterprise-specific issues to ask the right questions.
We analyze the data to ensure reliability and validity before attempting to understand the results.
If the data meet our high standards, we then conduct the analyses necessary to truly understand what the employees were telling us.
Finally, we help you emphasize what matters most rather than reporting the results in shotgun fashion.

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