Mirroring similar questions on surveys for employees and customers can provide highly actionable insights that lead to corrective actions
The sources employees prefer to learn different types of information varies by company, based on factors like size, geographic scope and type of company.
In 1992 and 2004, Angela Sinickas wrote articles refuting the common misperceptionbased on well publicized but highly flawed research designthat supervisors are employees’ preferred source of information on all business topics. A look at her survey database showing results for the last five years shows that supervisors are now a distant third choice behind intranets and publications.
Surveys may be the favorite method of measuring engagement, but focus groups can be an equally powerful tool for identifying and fixing barriers to employee commitment.
There are many factors affecting response rates on employee surveys, from the length of the survey to where it’s administered to incentives for completing it.
Over the last 15 years, more and more employees have obtained online access to internal communication such as email, intranets, webcasts, and Web 2.0 social media. Is this a good thing? Perhaps not entirely, as Angela Sinickas discovered by comparing communication survey results from companies where all employees are online vs. those where numbers of employees do not.
Hard-to-reach employees aren’t only a difficult communication challengethey also present a tricky challenge when it comes to conducting research. Here’s some advice for getting good response rates from employees who do not work on computers.
Using communication survey results from all over the world, this article summarizes trends in differences in how different countries prefer information on different topics, and differences in how they perceive the topics themselves