Response Rates A high response will raise the statistical validity of the results. A high response rate generates a large database. A large database can be used to prepare data cuts that drill deep into the organization providing meaningful results. A small database can only be used to prepare a superficial analysis that will not be able to point directly to specific improvements that need to take place. Therefore obtaining a high response rate is vitally important in any employee survey. For example, the Entec survey process has resulted in response rates between 82%-95%. This is well above average and it allows for detailed analysis. Data shows that company-run employee surveys typically garner a response rate of 30% or lower.

Survey Construct

Developing the questions, the scoring algorithm and organizing the questions are all separate parts of creating an employee survey. At Entec we followed the principle that question organization drives the effectiveness of the analyses phase. Therefore if we wanted the analyses phase to lead clearly to recommendations for follow up implementation, the questions had to be organized in a way that reflects the outcome we were seeking. This thinking was responsible for the employee engagement modeling that Entec conducted as a first step in the survey design process. When the modeling was completed, the survey questions were placed inside the appropriate parts of the model. The section on Reliability and Validity below describes this process in more detail. The fact remains that there is a particular ordering to the questions. This ordering drives the analysis which in turn allows us to provide clear recommendations for follow up implementation.

Survey Analysis

The nature of the survey analyses is just as important as the questions that are asked. The survey analysis is more than the provision of percentages. The analysis must provide an interpretation of the statistics. For example, how do the answers from one question or set of questions relate to the answers of another question or set of questions? Some questions are much more important than other questions as they relate to employee motivation and performance.

For example, in one company, the statement “There is little to no office politics and gossip” statistically linked with the following leadership statements: “Takes appropriate action with people who under perform”, “Resolves conflicts fairly and appropriately” and “Leads by example and action”. This type of analysis identified other leadership behaviors that appeared over and over again as being behaviors that were important to the culture of this particular organization. The analysis led to identifying priority leadership behaviors that had the greatest impact on best practices. Therefore the HR department had a concise set of behaviors that needed to be coached on a priority basis. The survey report also provided an evaluation of how well all those in the company with supervisory responsibility rated against these behaviors.

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