An Informal Staff Survey

In the absence of a HR Department, the management team can facilitate staff survey in an effort to evaluate the employer/employee relationship within the organization.  In order to ascertain the best responses, special care must be take to ensure that the responses are anonymous.  Anonymity is more likely to generate more open responses, especially where the staff members are confident that the responses will be taken seriously and will be used to drive organization changes where feasible. I would suggest that if you wish to take this approach, that you have the staff complete the form electronically and place them in a suggestion box. The electronic completion will prevent any possible identification with any of the response.


Some questions that you may wish to consider are:

• List two things that you like about the work that you do and/or the organization?

• List two things that you dislike about the work that you do and if possible, provide some suggestions as to how the organization can help you to change those dislikes into likes?

• It may be difficult at that time, but from a practical standpoint, what are some alternatives that the organization can explore so as to increase your job satisfaction,commitment to the organization, keep you motivation, etc?

• If you were the CEO, what would you do differently or seek to address over the next 1 month; 6 months; 1 year?

• If you had an opportunity to share your concerns with me in face-to-face, safe, supportive and non-punitive manner, what would those concerns be?

• What would you change or explore in order to bring the organization in line with what you perceive it to be?

• What additional support would you like to see extended to you in order for you to be more efficient in what you do?

• What do you think are the customers' views  and what would you suggest we do to change and/or improve the image as per your expressed views? 

Once the responses are received, you remove the responses from the suggestion box and make a list.  Once the list is completed, time should be set aside to discuss the suggestions with the staff.  During that discussion, the lead person will work with the staff team to create a priority list that is realistic and feasible.  This list will the be used drive changes and/or develop new strategies.