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[QualitiAmo - Stefania]

Su Examiner potete leggere un articolo dal titolo: "How to design employee surveys and questionnaires to obtain feedback?".

Potete tradurre il testo in italiano con il traduttore automatico di Google.

Over the years, I have designed hundreds of these feedback mechanisms and no two of them have been the same. Here are three guidelines to keep in mind.

1. First, determine what feedback you want respondents to provide. Opinions? Suggestions? Constructive criticism? Concerns?

2. Have C-level executives (or equivalents) carefully review all responses. Be especially alert to any consensus of opinion. For example, a significant number of respondents indicate a need for more recognition of individual initiative (i.e. “going the extra mile”).

3. Take appropriate action immediately or at least ASAP.

Whenever appropriate, I use a 1-5 point scale, as follows:

1. Totally Agree

2. Generally Agree

3. Agree

4. Generally Disagree



5. Totally Disagree

Statements posed could include:

I know what is expected of me.

I receive frequent constructive criticism to help me improve my performance.

I have what I need to do well.

My efforts are appreciated.

I respect and trust my supervisor.

I respect and trust my other fellow workers.

Here’s one option to consider that I highly recommend: Allow respondents to identify themselves if they wish to participate in a discussion of the results. Those selected would form a “focus group” and be asked to formulate specific follow-through recommendations to senior management.