Use a 5-point scale to rate a company’s reputation, but add an option for “I have never heard of this company” to distinguish between those who don’t know of the company and those who think badly of it.
What questions should you ask, and how should you word them, to gauge the effectiveness of your communications program? Here are some good places to start.
A discussion on the pros and cons of using standardized questions on engagement surveys vs. customized questions based on an organization’s own culture
When tracking information flow both “down the cascade” and across departments of an organization, it’s important to ask the right questions in your surveys.
The easiest and least expensive way to see the difference communication makes in employees’ engagement levels is to use the outcome questions from an engagement survey as a demographic criterion for all the questions on a communication survey, just as you would for variations by business unit or job level.
Before conducting research beyond your own country’s borders, it’s important to consider a number of cultural differences that have significant implications for the success of the research.
While surveys aren’t the only research tool available to HR managers, they are the most useful one when “hard” numbers are needed on how many people see things a certain way and when it’s important to track differences among subgroups or improvement over time.