Hi All,
This survey will help you find out what employees are really thinking about their jobs.
This survey can help in feedback of employees, and help you figure out what needs issues need to be addressed and fixed within the company.
Section 1: Your Feelings about [name of company]
How likely are you to be working at [company] two years from now?
Strongly Agree
Very Likely
Somewhat Likely
Not Very Likely
Not at All Likely
How much do you agree or disagree that
I really feel like part of the family at [company]?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
I am proud to work for [company]?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
I feel a strong personal attachment to [company]?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
When [company] has problems, I think of them as my problems too?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
Section 2: Your Relationship with [company]
Use this scale to show how much you agree or disagree that
a. Customers can rely on [company] to deliver outstanding quality, service, and value.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
b. [company] values my relationship, really cares about me, and invests in my success.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
c. [company] attracts and retains outstanding employees and partners.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
d. [company] sets the standard for excellence in its industry.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
e. [company] communicates openly and honestly.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
f. [company] is committed to win/win solutions and will not profit at the expense of partners or customers.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
g. [company] listens well and responds quickly to feedback.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
h. I would like to see my relationship with [company] grow in the foreseeable future.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
i. I understand the values and principles that guide [company] leadership.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
j. I provide enthusiastic referrals for [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
k. I trust [company] leaders to behave with fairness and integrity.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
l. I understand our strategy and the role I must play for our success.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
m. [company] has a winning strategy (superior economics in serving our customers).
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
n. [company] focuses all of its energy and resources in areas where it can be the best.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
o. I always know where I stand with [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
p. [company] has sufficient opportunities to grow its business.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
q. [company] provides me with the information I need to make good decisions.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
r. [company] involves the right people in decisions and then takes action quickly.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
s. Employee loyalty is appropriately valued and rewarded at [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
t. At [company], we keep organizational structure simple by utilizing small teams.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
u. People are fairly rewarded for their contributions to [company]s long term success.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
v. Leaders respect my time and help me manage my time effectively.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
w. [company] treats me like a real partner.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
x. Customer loyalty is appropriately valued and rewarded at [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
y. I believe that [company] deserves my loyalty.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
z. Over the past year, my loyalty to [company] has grown stronger.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
How would you rate the overall quality of the products and services provided by [company]?
Excellent
Very Good
Good Fair
Poor
What is the single improvement that [company] could make to increase your loyalty to it?
________________________________________________
________________________________________________
Section 3: Descriptive Information
This last part may help you divide people into groups.
How long have you been an employee of [company]?
Less than one year
One to under three years
Three to under five years
Five to under ten years
Ten years or more
At what location do you work?
Corporate/administrative headquarters
Field
What is your position?
Executive/upper management
Middle management
Supervisor
Individual contributor
Regards,
Ali
From India, Bangalore
6This survey will help you find out what employees are really thinking about their jobs.
This survey can help in feedback of employees, and help you figure out what needs issues need to be addressed and fixed within the company.
Section 1: Your Feelings about [name of company]
How likely are you to be working at [company] two years from now?
Strongly Agree
Very Likely
Somewhat Likely
Not Very Likely
Not at All Likely
How much do you agree or disagree that
I really feel like part of the family at [company]?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
I am proud to work for [company]?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
I feel a strong personal attachment to [company]?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
When [company] has problems, I think of them as my problems too?
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
Section 2: Your Relationship with [company]
Use this scale to show how much you agree or disagree that
a. Customers can rely on [company] to deliver outstanding quality, service, and value.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
b. [company] values my relationship, really cares about me, and invests in my success.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
c. [company] attracts and retains outstanding employees and partners.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
d. [company] sets the standard for excellence in its industry.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
e. [company] communicates openly and honestly.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
f. [company] is committed to win/win solutions and will not profit at the expense of partners or customers.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
g. [company] listens well and responds quickly to feedback.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
h. I would like to see my relationship with [company] grow in the foreseeable future.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
i. I understand the values and principles that guide [company] leadership.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
j. I provide enthusiastic referrals for [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
k. I trust [company] leaders to behave with fairness and integrity.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
l. I understand our strategy and the role I must play for our success.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
m. [company] has a winning strategy (superior economics in serving our customers).
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
n. [company] focuses all of its energy and resources in areas where it can be the best.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
o. I always know where I stand with [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
p. [company] has sufficient opportunities to grow its business.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
q. [company] provides me with the information I need to make good decisions.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
r. [company] involves the right people in decisions and then takes action quickly.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
s. Employee loyalty is appropriately valued and rewarded at [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
t. At [company], we keep organizational structure simple by utilizing small teams.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
u. People are fairly rewarded for their contributions to [company]s long term success.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
v. Leaders respect my time and help me manage my time effectively.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
w. [company] treats me like a real partner.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
x. Customer loyalty is appropriately valued and rewarded at [company].
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
y. I believe that [company] deserves my loyalty.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
z. Over the past year, my loyalty to [company] has grown stronger.
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
How would you rate the overall quality of the products and services provided by [company]?
Excellent
Very Good
Good Fair
Poor
What is the single improvement that [company] could make to increase your loyalty to it?
________________________________________________
________________________________________________
Section 3: Descriptive Information
This last part may help you divide people into groups.
How long have you been an employee of [company]?
Less than one year
One to under three years
Three to under five years
Five to under ten years
Ten years or more
At what location do you work?
Corporate/administrative headquarters
Field
What is your position?
Executive/upper management
Middle management
Supervisor
Individual contributor
Regards,
Ali
From India, Bangalore
I agree this is a good survey to an extent. Considering most employees want to play it safe [even if we say that the survey can be taken as anonymous], I am not sure, if I can get to know how exactly one feels about things. Can we have more questions like, for instance, what would you want to change to ensure that you will be happy, what really demotivates you, etc.,
Dear All,
The survey is good if you are looking from the point of a Extrenal Research Organisation who is interested to find out the trend and level of loyalty, that too if the identity is kept hidden and confidential.
I feel most of the answers will not be honest and findings will not reflect the correct picture, if carried on internally by the Organisation itself.
The best method is to put a Suggestion/ Improvement Scheme in place along with the performance appraisal data , Exit Interview, Attrition rate and health of the Organisation in terms of economic and positional growth. These should form the primary data for analysis.
For example, if an Organisation is running into losses and there are chances of Liquidation. It would not be proper to rate the employees who are leaving as disloyal.It is important to note that the main object of such exercise will be ascertain whether the Organisation offers conducive atmoshphere and proper opportunity to enable employees to become loyal and grow with the Organisation.
Regards,
SC
From India, Thane
The survey is good if you are looking from the point of a Extrenal Research Organisation who is interested to find out the trend and level of loyalty, that too if the identity is kept hidden and confidential.
I feel most of the answers will not be honest and findings will not reflect the correct picture, if carried on internally by the Organisation itself.
The best method is to put a Suggestion/ Improvement Scheme in place along with the performance appraisal data , Exit Interview, Attrition rate and health of the Organisation in terms of economic and positional growth. These should form the primary data for analysis.
For example, if an Organisation is running into losses and there are chances of Liquidation. It would not be proper to rate the employees who are leaving as disloyal.It is important to note that the main object of such exercise will be ascertain whether the Organisation offers conducive atmoshphere and proper opportunity to enable employees to become loyal and grow with the Organisation.
Regards,
SC
From India, Thane
My pleasure Neelu :)
Eafil.... It is an employee engagement survey. If all the employees answer the question honestly, you will be able to analyse the true picture of "what employees feel about the company/work/manager", "loyalty" etc
Anubhuti,
I hope someone can tell me the answer to your question. But as said by Swastik, One way we can make sure the survey works out, is to get it done from an external agency and promise anonymity.
Rahul,
I've not carried on this survey as yet in my current company. I'm still working on the survey, trying to make it better. We can add more questions...... Let me know if you have something specific in mind.
Swastik,
Thanks a ton for all your suggestions. Will work on it...
Regards,
Ali
From India, Bangalore
Eafil.... It is an employee engagement survey. If all the employees answer the question honestly, you will be able to analyse the true picture of "what employees feel about the company/work/manager", "loyalty" etc
Anubhuti,
I hope someone can tell me the answer to your question. But as said by Swastik, One way we can make sure the survey works out, is to get it done from an external agency and promise anonymity.
Rahul,
I've not carried on this survey as yet in my current company. I'm still working on the survey, trying to make it better. We can add more questions...... Let me know if you have something specific in mind.
Swastik,
Thanks a ton for all your suggestions. Will work on it...
Regards,
Ali
From India, Bangalore
Businesses are into a phase of creative disassembly where reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by GE, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing employees, staff, faculty and part-time lecturers through “Operational Excellence (OE) initiative”: last year 600 were fired, this year 300. Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised work security and a steady progress up the hierarchy in return for employees fitting in, accepting lower wages, performing in prescribed ways and sticking around. Longevity was a sign of employer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee work and careers, even if they want to. Senior managements paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ and are now forced to break the implied contract with their employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that their hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other?
The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability. The partnership can be dissolved without either party considering the other a traitor.
Let there be light!
From United States, Walnut Creek
Until recently, loyalty was the cornerstone of that relationship. Employers promised work security and a steady progress up the hierarchy in return for employees fitting in, accepting lower wages, performing in prescribed ways and sticking around. Longevity was a sign of employer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee work and careers, even if they want to. Senior managements paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ and are now forced to break the implied contract with their employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that their hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other?
The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability. The partnership can be dissolved without either party considering the other a traitor.
Let there be light!
From United States, Walnut Creek
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Employee Appraisal Form new.doc