that can be answered with a one word response.
These questions will
not give you the depth and breadth of response that you typically want from on
open-ended question. If you truly want a yes or no or a one word answer, choose
a drop-down question instead.
- Example: Are there areas of
weakness in the organization that are hindering your job performance?
- Revision: In your view, what are your organizations two greatest
weaknesses/areas for improvement that are currently hindering your effectiveness
in your job?
Keep your questions simple and focused.
complicated questions where the participant may not know what or how to answer.
- Example: Imagine that your supervisor is away. You notice that defective
parts are being manufactured on the line, and you just heard that a new, big name
client has ordered a significant number of these parts in order to make their
production schedule. You know that if your organization loses this client it will
be a major blow both to your organization's reputation and to its financial performance
and stability. Do you feel empowered enough to be able to stop the line and make
the necessary repairs?
- Revised: What gets in the way of your
feeling fully informed and empowered to succeed in your job?
Keep your tone clear and unbiased.
If there is a possibility
that a question can be misinterpreted or misconstrued, it will be. Make sure your
questions are clear and that the tone is appropriate.
Why do you continue to work for this organization?
How do you feel about working for this organization?
A leading question is one in which you are pointing
a respondent to an answer. Asking questions this way will not yield honest responses
from your raters and will be counter productive in your organizational culture
- Example: Our company is a great place to
work. Explain why you agree with this statement.
- Revision: What
do you feel are our organizations three greatest strengths. Please explain your
Be sensitive to hot button issues
organization has their "hot button" issues. It's important to ask questions
around these issues but make sure your wording is appropriate so that people don't
- Example: Morale: What's yours and who's responsible
- Revision: How would you describe the employee morale
at work? Please list three suggestions as to how to improve it.
Trial an Australian-built
staff survey tool:
PeoplePulse is an Australian-built
online survey tool that is currently used by over 200 Australian and New Zealand
based organisations of all sizes to conduct online staff surveys. The tool can
be used by HR to conduct cost effective staff climate surveys, training needs
analysis surveys, exit surveys, and 'new starter' feedback surveys ... to name
a few popular uses.
complete the form below to arrange your FREE custom-branded staff survey software
demonstration and a PeoplePulse pricing and information sheet.
completing the form below, a PeoplePulse representative
will contact you to discuss your needs and current situation.
From there we will set up your demo and arrange a suitable
time to show the system to you:
Please be assured that your correspondence with us is confidential.
We will not divulge email addresses or any other details you provide to outside
above demonstration request form was powered by PeoplePulse.
source: Denison Consulting