Todd Hollander Market Research

Previous Steps
1. Determine Objectives
2. Select a data collection method
3. Get buy-in from managers 
4. Develop the process 
5. Create a schedule 
 

Step 6: Select a supplier

In Step 5, you created the schedule that will serve as the roadmap for the for the employee survey project. This is how to tackle the first five activities on the schedule and select a supplier for your survey.
 

1. Identify possible suppliers

If you already have one or more preferred suppliers, this step may not be needed. If you don’t have a short list yet, you need to create one. The quickest and most effective way to develop the list is to: 

• Ask for referrals from people you trust
• Search the internet for “employee survey provider”; “employee survey expert”; “employee survey company”; “employee survey consultant”; etc.
• Submit a Request for Information (RFI) to companies that appear to be good prospects
   

2. Request quotes

It is often assumed that a Request for Proposal (RFP) is the proper way to communicate with potential suppliers. However, at this point, unless you already have a preferred provider, an RFP is overkill. Instead, you should use a Request for Quote (RFQ). This is a much simpler document that enables suppliers to quickly provide the information you need to narrow the field. For more information about this useful tool, see "How to engage market research suppliers in the planning of your research - a Win-Win approach."

3. Review quotes

Assess the information provided by the suppliers to narrow the list to a select group of two to four candidates from whom you will request a formal proposal.

Bottom Line

Selecting the supplier for your employee survey can seem like a daunting task. Following this 5-step process will enable you to make a timely and informed decision.

Previous Steps
1. Determine Objectives
2. Select a data collection method
3. Get buy-in from managers 
4. Develop the process 
 

Step 5: Create a schedule

• Timing
• Responsibility
• Deadline

Example

For a typical employee survey, the schedule might look something like this:

Bottom Line

A clear, comprehensive, documented schedule is a critical component of an effective employee survey program.

Previous Steps
1. Determine Objectives
2. Select a data collection method
3. Get buy-in from managers 
 

Step 4: Develop the process

• Each significant activity
• The sequence of the tasks
• A brief description of each task

Staffing

Example

For a typical employee survey, the process might look something like this:

Bottom Line

A clear, comprehensive, documented process is a critical component of an effective employee survey program.

Previous Steps
1. Determine Objectives
2. Select a data collection method
 

Step 3: Get buy-in from managers

When a company contacts us about conducting an employee survey, it is often because one visionary person or a small group of people understands the importance of gathering employee feedback. The critical task then becomes convincing senior management of the need for an employee survey process. Without this buy-in from senior management, the chances that the survey will produce meaningful change in the organization are greatly reduced. The challenge can seem formidable, but by following a simple 3-step process, you can enlist the support you will need from the management team. Here’s how.

A. Present the need

Every company struggles with how to allocate resources to maintain satisfied and productive employees. In the absence of information about how employees view the workplace, important decisions affecting productivity, morale, retention, training, and benefits are often based on little more than anecdotal evidence or historical impressions. As a result, companies often either ignore significant problems or waste valuable resources trying to solve problems that don’t exist. A well-planned, well-executed employee survey process can ensure the optimal allocation of limited resources.

B. Present the benefits

The cost of employee dissatisfaction is simply too high to ignore. It is easy to measure the hard costs of disgruntled employees, with average turnover costs at or above 150% of the employees’ yearly salary. What is harder to measure is the loss of customers, prospects, productivity, and profitability caused by a negative company climate. A thriving corporate culture in which employees are excited about the company and their future can improve both productivity and profitability. The most effective means of achieving this climate is through a well-planned, well-executed employee survey process.

C. Present the objectives

Setting proper expectations is a key component of a successful employee survey process. To this end, it is imperative that the top decision-makers understand and agree to the specific objectives of the research. Now is the time to share the list of objectives you developed in Step 1: Determine Objectives.

Bottom line

Getting buy-in from managers is a critical step in developing an effective employee survey process. To avoid problems and surprises, make sure every key decision-maker agrees with the need, benefits, and objectives of the research.

Previous Step
1. Determine Objectives
 

Step 2: Select a data collection method

Online surveys are the most common method of data collection for employee surveys, followed by written surveys. Face-to-face and telephone interviewing methods are rarely used in employee research because they are generally too time-consuming, expensive and intrusive. The selection of the data collection method should be based on the following considerations:

1. Respondents

• Which method is most accessible?
• Which is most convenient?
• Which is easiest to use?
• Which assures the highest level of anonymity/confidentiality?

2. Company

• Which method is more cost-effective?
• Which offers the better potential for a high percentage of completed surveys?
• Which offers the most honest responses?
• Which offers the most thorough responses?

When all or most employees have access to the Internet from work, online surveys are almost always the method of choice because they offer a number of advantages over paper surveys, including:

• Higher response rate
• Faster turnaround
• More thorough responses
• More honest/candid feedback
• Ability to require responses to certain questions
• Flexibility to skip irrelevant questions and ask follow-up questions
• No data entry costs
• No data entry errors

When a significant percentage of employees lack Internet access from work, Intenet-connected computer kiosks can be provided in common areas such as cafeterias and break rooms. This approach retains the advantages of online surveying and is generally preferable to mixing methods (collecting some data via the Internet and the rest via written surveys).

Bottom Line

When selecting the data collection method for employee surveys, choose the one that offers the most benefits for both the respondents and the company.

The information from employee surveys should deliver valuable insight that creates positive change in the organization and improves the bottom-line. Before doing anything else, it is critically important to define the objectives of the research.

Most problems with employee surveys can be traced back to the objectives or the lack thereof. Avoid the temptation to jump into the middle of the process and start drafting a questionnaire or selecting a supplier. Until you have a set of clearly-defined objectives, nothing else matters.

Well-defined objectives are the best way to assure a good outcome for your employee survey. When the goals of the study can be expressed in a small set of clear and concise phrases or sentences, the rest of the process becomes considerably easier. One of the best ways to clarify your objectives is to decide how you intend to use the information. Be sure to commit the objectives to writing and refer to them at each stage of the process.

Here are some strategic and tactical objectives to consider when developing the employee survey process.

Strategic Objectives (Why you are doing the survey)

• Identify cost-saving opportunities
• Improve productivity
• Reduce turnover
• Strengthen relationships among managers and employees
• Assess training and education needs
• Improve communication
• Enhance understanding of, and alignment with, the company’s mission and values

Tactical Objectives (Key elements of a successful survey)

• Buy-in from management
• Buy-in from stakeholders
• Buy-in from employees
• High survey participation rate
• Candid feedback
• Positive employee perception of the survey process

Bottom Line

Setting meaningful objectives is the first step in a successful employee survey process.

In a recent post, I explained why employee surveys should be a function of every HR department. In this multi-part series, we will dissect each of the critical steps in a successful employee survey process:

1. Determine objectives
2. Select a data collection method
3. Get buy-in from managers
4. Develop the process
5. Create a schedule
6. Select a supplier
7. Develop the questionnaire
8. Get buy-in from stakeholders
9. Get buy-in from employees
10. Develop the invitation
11. Ensure a high response rate
12. Get candid responses
13. Create a positive experience for respondents
14. Analyze results
15. Take action

By understanding and following each of these steps, you can ensure that your employee surveys yield valuable information and actionable results. So stay tuned to this site or subscribe to this blog in the reader of your choice.

You can’t read the minds of your employees but you can do the next best thing: ask them what they’re thinking.

Most human resources professionals agree that a company can only be as good as the people it employs. For this reason, it is vitally important to conduct regular and systematic surveys to understand employee attitudes, perceptions, and needs, as well as to explore ideas about how to improve the company.

The cost of employee dissatisfaction is simply too high to ignore. It is easy to measure the hard costs of disgruntled employees, with average turnover costs at or above 150% of the employees’ yearly salary. What is harder to measure is the loss of customers, prospects, productivity, and profitability caused by a negative company climate.

A thriving corporate culture in which employees are excited about the company and their future can improve both productivity and profitability. The most effective mean