What is an Employee Attitude Survey?

Often an essential component of organizational training and development, Employee

Attitude surveys provide a picture of your organization's needs. These surveys can be
used to solicit employee opinions on a variety of issues such as the company's success in
communicating its mission to employees, or local issues such as quality of the working
environment.

These surveys often contain a series of multiple choice items grouped along one or more dimensions
of the organization.

The types of items included in these surveys may concern areas such as:

 Creativity
 Innovation
 Satisfaction
 Senior Management
 Interpersonal Relations
 Functional Expertise
 Compensation
 Ability to Listening
 Customer Service
 Communication
 Obtaining Results
 Analytical Thinking
 Mentoring
 Strategic Leadership
 Teamwork
 Adaptability
 Staff Development
 Leadership
The results of this type of feedback process provide an understanding of how the
employee perceives the organization along different dimensions.

This feedback:

 is essential to facilitating development and organizational change

 allows the organization to focus on needs and leverage its strengths
 informs the organization on which actions will create problems for the employees
 provides management with employee feedback (both positive and negative) on the internal health of
the organization
 measures the impact of current programs, policies and procedures
 can be used to motivate employees and improve job satisfaction
The purpose of this document is to provide a guide to assist those who are conducting an
employee attitude (employee opinion) survey.

Chapter Highlights
1. Uses
2. Benefits
3. How it is conducted
4. Requirements
5. Benefits of using the Internet
6. Demos
 7. Item Bank
8. Related Pages
Principle of Employee Attitude Surveys: Provides an understanding how how the
employee perceives the organization and work groups.

Employee Attitude Survey: Uses

Uses for Employee Attitude Surveys include:

 Focusing of Employee Development Programs

 Enhancing Management/Employee Relations
 Training Needs Assessment
 Evaluation of Training
 Organizational Climate Survey
 Customer Satisfaction Survey
This process can also be a motivator of performance since it shows the employee that
their opinions and views are considered important.

Benefits
Provides a direct means of assessing employee attitudes that would otherwise be
unreported.

How it is conducted
Checklist of what to do when conducting an employee survey.

Needs Analysis
Why is the survey being conducted? Meetings are held to determine the goals and objectives, as
well as the content of the project. Whether implemented through individual interview or
focus group this needs analysis will ensure that the critical information is gathered in the
manner that best fits the customer need and will assist in determining the best method
of collecting the data.

Focus Groups
Structured meetings to gather qualitative information relevant to the survey
development.

Survey Design
Develop survey instrument by synthesizing the information gathered from needs
analysis, focus groups and other documents available

Determine the rating scale to be used:

1. Strongly agree | agree | (neither agree nor disagree) | disagree | strongly disagree.
2. Excellent | good | fair | poor
3. All of the time | most of the time | some of the time | hardly ever | never
4. To a very great extent | to a great extent | to some extent | to a very little extent | to no extent at
all
5. Very satisfied | satisfied | (neither satisfied nor dissatisfied) | dissatisfied | very dissatisfied
Develop questionnaire
A questionnaire used for Employee Attitude/Opinion Surveys typically contains items that
are rated on a 5 point scale. These items may be developed to measure different
dimensions of the organization (e.g., communication, teamwork, leadership, initiative,
management, compensation, ...). Questionnaires also typically include one or more
open-ended questions to solicit written feedback.
Questionnaires typically include from 50 to 100 items. When estimating the amount of
time to complete the questionnaire you should estimate about 1 minute per
questionnaire item.

If using a printed questionnaire form, you should consider using forms that can be
scanned into a computer.

It should be noted that the design of a questionnaire is usually an iterative process --

questions are formulated, tested, reformulated, tested, and so on.

Questionnaire Review
Examine and critique of an existing survey. The review is conducted to improve the
quality of the survey, and to increase the likelihood the customer receives actionable
information. Critiques are also performed to increase the probability of high response
rates.

Instrument Pre-Test
Conduct an instrument pre-test, which is an examination of the data collection
instrument by potential respondents. It can be completed for paper-based, as well as
electronic and phone based data capture. This may include a series of telephone
interviews or focus groups designed to gather feedback on the content, clarity,
readability, relevance, length, and comprehensiveness of the item set, as well as the
overall experience of completing the instrument.

Pre-testing can show:

1. poor question wording or sequencing, as well as errors in layout

2. problems caused by the length of the questionnaire or the respondents' inability or unwillingness
to answer the questions
3. additional questions or response categories that can be pre-coded on the questionnaire
4. non-response problems
5. any negative repercussions the survey may have on employees
Ensure confidentiality of participants
Steps must be taken to ensure the confidentiality of the feedback results. For example,
the feedback ratings from several employees should be combined (averaged) to mask
the identity of an individual employee. Comments or written answers to questions may
be summarized in the results to mask the identity of the author. The confidentiality helps
ensure that the results are genuine.

Administer the questionnaire

Distribute questionnaire forms (if using printed copies) with instructions. May want to
prepare answers to common questions if other employees will be assisting in the
administration. If possible, post the questions and answers to your website for easy
access.

Administer it to everyone? Or, just a sample?

Advantages of administering it to everyone:

 All employees are given the opportunity to express their opinions

Advantages of administering it to only to a sample:

 Reduced time to collect and process the data

 Less data to collect

Analyze the data

Basic data analysis would include averages of ratings. More complicated analyses may
include item-analysis and/or factor-analysis. Types of analyses include: Performance
Dimension Summary; Summary-Performance vs. Expected; Individual Item Ratings;
Item Ratings-Performance vs. Expected (normed); Highest- or Lowest-Rated Items
(shows individual's strengths and weaknesses); Group & Organizational Ranking, and
Recommendations for Development.

You may want to analyze the data by organizational division or department to assess group and
organizational strengths and weaknesses. This can be used to support or promote training and
organizational development.

Written Interpretive Reports

Examine data through written interpretive reports, which summarize the results of your
study. We can provide reports that identify themes in the data, and provide conclusions
and recommendations.

Presentation of Survey Results

The analysis of data in report format, or on a variety of other media, such as CD-ROM,
diskette, or Internet.

Develop and Distribute Results

Feedback results should be shared with the employees.

You may want to provide individual review sessions or group workshops conducted by a facilitator to
help individuals review and understand the results and develop appropriate goals and objectives.

Requirements?
An Employee Attitude Survey process requires a coordinated effort to collect hundreds,
or even thousands, of pieces of data. In addition, the validity of the results is enhanced
by ensuring confidentiality of the participants.

The survey administration may require time (to complete the questionnaires) and
computer resources to analyze the data.

Benefits of using Internet

Fortunately, there are many software companies that offer tools to assist you in
conducting this type of feedback process. Some links to these companies can be found at
the HR-Software network.

 Web Access Are your employees scattered throughout the globe? Or, across different states? No
problem, just use the Internet as the medium through which your feedback process is conducted.
 Confidentiality Although the data is collected by a third-party, the confidentiality is enhanced in
that fewer internal employees have access to view the data.
 Simplified Data Analysis Spending time entering data into a spreadsheet or database for analysis?
Use web based tools to collect, store, and analyze data.

Demos
Request a customized free online demo from HR-Survey.com
Item Selector
If you are interested in developing an employee opinion survey, this would be a good
place to get started. Click the link below to access our Item Selector program. This will
display a form containing a list of items. Just select the items you want included on your
questionnaire and follow the instructions on the form.

Item Selector

Item Bank
Item Bank

Here are a list of general items:

 [Company] does a good job communicating information about changes or that may affect employees
 [Company] has a clear corporate "culture" and values
 [Company] has a strong focus on the customer service and satisfaction
 [Company] is a catalyst of change and innovation
 [Company] makes good use of my skills and abilities
 [Company] offers career paths in my job
 [Company] offers me the necessary training to do my job well
 [Company] offers real opportunities to improve my skills
 [Company] offers technology to meet my needs and those of my customers
 [Company] provides me with the necessary resources to do my job well
 [Company] supports my ability to deliver high standards of quality to my customers
 [Company] values diversity.
 [Company]'s has high standards for business ethics
 [Company]'s image is that of a "high quality" Company
 At [Company], I am recognized for my accomplishments
 At [Company], I have opportunities to improve my job skills
 At [Company], managers communicate a clear sense of direction
 At [Company], promotions are fair and equitable
 Career moves at [Company] are handled fairly
 Decisions are made in my department without unreasonable delay
 Employees are committed to [Company]
 Employees in my department participate in deciding how the work gets done
 Favoritism is not a problem at [Company]
 I am able to get the information I need to do my job well
 I am able to meet customer needs
 I am aware of the available training and development opportunities at [Company]
 I am encouraged to come up with better ways of doing things
 I am free to use my own judgment in getting the job done
 I am given the freedom to find new and better ways to get the work done
 I am held accountable for the work that I do
 I am kept in the loop by my supervisor
 I am proud to be working at [Company]
 I am rewarded/recognized for good work
 I am willing to share the costs of my benefits plan
 I believe the HR department listens to my suggestions
 I can arrange my work schedule to meet my personal and/or family needs
 I can balance work with my personal life
 I can contact the senior management if needed
 I can get the information I need to do my job well
 I can get the information that I need to do my job well
 I can get the training that I need to do my job well
 I feel [Company] is successful
 I feel [Company] needs and values honest answers
 I feel [Company]'s benefits plans are able to meet my needs
 I feel honored to work for [Company]
 I feel I am an important part of [Company]
 I feel my job is secure
 I feel satisfied with the increases in my pay and benefits
 I feel satisfied with the information that I receive about the company
 I feel that [Company] is a good company to work for
 I feel the benefits offered by [Company] meet my needs and those of my family
 I find my job personally satisfying
 I have input into decisions that affect me
 I have opportunities for job promotions
 I have prioritized major goals
 I have the materials and equipment needed for my job
 I have the tools and equipment I need to do my job well
 I know and understand my job responsibilities
 I know what my supervisor expects of me in my job
 I know what training and development opportunities [Company] offers to me
 I like my job. It is enjoyable and challenging
 I plan to be working at [Company] a year from now
 I receive fair compensation for the work I do
 I receive fair pay for my job compared to others doing similar work at other companies
 I receive the training and support I need to do my job well
 I regularly participate in the company's performance management system
 I support the company values
 I understand how my job contributes to the company's bottom line
 I understand how my job contributes to the success of [Company]
 I understand how my objectives are evaluated
 I understand how my pay is determined
 I understand the company's pay policies
 I understand the goals of my department
 I understand the link between my job and [Company]'s objectives
 I understand the measures used to evaluate my objectives
 I understand what issues face our customers
 I would encourage friends and others to work at [Company]
 In my department, we cooperate to get the work done
 Management gives staff a clear vision of the direction in which we are going
 My co-workers are committed to doing quality work
 My co-workers work well together to accomplish our goals
 My department focuses on solving problems instead of finding fault
 My department has a strong focus on the customer
 My department is aware of what customers require of us
 My department looks for ways to improve processes and productivity
 My department resolves conflict honestly, effectively and quickly
 My manager recognizes me when I do a good job
 My manager sets a good example for others to follow
 My manager treats employees with fairness and an even hand
 My skills are effectively used on the job
 My suggestions are given serious consideration by managers
 My supervisor encourages professional development of their employees
 My supervisor gets my input and buy-in when making key decisions that impact me at work
 My supervisor gives me enough resources to get the work done
 My supervisor involves other employees in solving problems facing the department
 My supervisor is a role model of quality work and a high work ethic
 My supervisor is an effective role models for me
 My supervisor is available when I have questions or need help
 My supervisor is effective in delegating work assignments
 My supervisor lets me know what is happening in the organization
 My supervisor listens to my suggestions
 My supervisor provides me with feedback concerning the job I do
 My supervisor regularly talks with me about my progress
 My supervisor sets performance goals for my job
 My supervisor supports my goals for self development
 My supervisor treats me fairly
 My supervisor works with me to develop my skills and abilities
 My team cooperates to get the work done
 My work environment allows me to be highly productive
 My work gives me a feeling of personal accomplishment
 My work is challenging and interesting
 My workload is reasonable
 Our company is committed to providing competitive products and services to its customers
 Overall, I am satisfied at [Company]
 People generally advance here as fast here as they do at other companies
 Projects in my department are managed well
 Senior leaders have clearly established a direction for [Company]
 Senior managers listen to me and care about my ideas
 Staff meetings have open and honest participation
 The company effectively utilizes my skills and abilities
 The training offered by [Company] meets my needs
 To better

Behaviour assessment questionnaire

The behaviour of managers and staff is central to reducing the risk of stress@work.

The focus for acceptable behaviour is generating and sustaining commitment and trust. This, in
turn, results in strengthening engagement between staff and managers, and all staff and their
organisation.

Strong engagement generally results in high performance. Most people get a buzz from being
fully engaged, characterised by vigour, dedication and absorption in their work.

The questionnaire below helps to identify the behaviours that need strengthening to achieve
engagement between managers and staff. Where an individual item score is 4 or higher, there is
a need to practice the thinking behind the behaviour so that the behaviour is exhibited
automatically.

Attentiveness

The ability to demonstrate genuine attentiveness to the contents of an interaction by

demonstrating listening, responsiveness and reaction.

Politeness

The ability to be polite in any interaction.

Courtesy

The ability to place the other person (people) at the forefront of an interaction

Personal communication
 The ability to communicate personally wherever possible; understanding the limitations of

Body language

The ability to use body movements and expressions to show attentiveness

Addressing needs

The ability to responds positively to individual needs, even in circumstances when the needs cannot
be met, given all the circumstances

The ability to demonstrate an understanding of the other person’s issues ideas, thoughts and
experiences

Intellectual flexibility

The ability to think on one’s feet and respond with credible choices, alternatives and ideas

Emotional intelligence

The ability to be self-aware, self-regulate; motivate, show empathy and be socially adept

Negotiation

The ability to negotiate a successful outcome in an interaction

Sharing

The ability to show with others one’s own thoughts and ideas

Reliability

The ability to do what one rays

Honesty

The ability to be open in an interaction

Clarity

The ability to be clearly understood in an interaction

Fairness

The ability to be fair to any one in an interaction, taking account of all the circumstances, and to
explain clearly the position that is taken and the reasons

Humility

The ability to acknowledge mistakes, misunderstanding, errors and faults, and to apologise where
necessary

Conflict resolution

The ability to confront a conflict at the time of conflict and to try and resolve any dispute at the time
of the dispute

Encourage contribution
The ability to motivate and encourage others to make a contribution in interactions.

https://www.researchgate.net/publication/261290919_A_STUDY_ON_GENERATION_Y_BEH
AVIOR_AT_WORKPLACE

https://www.researchgate.net/publication/331346456_UNDERSTANDING_THE_ATTITUDE_
OF_GENERATION_Z_TOWARDS_WORKPLACE