Off-The-Shelf Employee Survey

For those organizations that want to quickly measure employee perceptions of some of the more common issues facing organizations today, but do not want to spend the additional time or money to develop their own instrument, the Stanard & Associates Employee Survey is an ideal tool. This survey contains 51 questions that measure 16 facets of organizational climate.

This off-the-shelf survey has been designed with flexibility in mind – space is provided at the end of the survey to add up to 15 customized items that might be pertinent to the organization. This way, the organization can obtain a degree of customization for the cost of an off-the-shelf survey. Additionally, the cover page on the survey can include the company logo or other organization-specific graphics.

Once the survey data have been collected and analyzed, Stanard provides practical advice on how to disseminate the results throughout the organization so improvements can be made. We can provide manuals to managers and human resource personnel to help them successfully navigate through the entire survey cycle with their own team or work group. The manual covers all pertinent issues, including feedback and action planning. Stanard can provide training sessions for managers to teach them strategies for feeding back the survey results to employees and conducting action-planning meetings.

The 16 Categories Measured by the Stanard & Associates Employee Survey are:

  1. Benefits: The degree to which employees are satisfied with their benefit package overall and comparison to those offered in other companies.
  2. Communication: The level of comfort employees have expressing their ideas to supervisors and other leaders in the company and the degree to which leaders communicate pertinent information to associates in the company.
  3. Customer and Quality Orientation: The degree to which employees perceive that they, their co-workers and their leaders work to satisfy customers and provide quality products and services.
  4. Empowerment: The degree to which employees perceive they can make decisions that affect their work and perceive their ideas are used when decisions are made that affect the company.
  5. Identification with the Company: The degree to which employees like working at the company and believe that the company’s future is important to them.
  6. Management: The degree to which employees perceive their leaders as honest, fair and ethical.
  7. Advancement Opportunities: The degree to which employees believe there are opportunities to grow and advance into a job with more responsibility.
  8. Participation: The level of involvement and input employees perceive they have in the way work is done.
  9. Pay: The degree to which employees believe their compensation is satisfactory and fair compared to that of employees in the same company and other similar companies.
  10. Recognition: The degree to which employees feel their leaders recognize and provide positive feedback for work well done.
  11. Supervision: The degree to which employees feel their supervisors treat them fairly and help them perform their work effectively.
  12. Survey Reaction: Perceptions regarding the usefulness of the survey for communicating with management and the likelihood of positive change resulting from the survey.
  13. Teamwork: The degree to which employees feel they work together, and the degree to which teamwork is evident in the company.
  14. Training: Perceptions about the adequacy of job-related training and the opportunities to learn additional skills.
  15. Work Demands: The degree to which employees perceive that the workload is fair and reasonable.
  16. Working Conditions: The level of satisfaction with the area in which employees work and the resources with which they have to do it.

Stanard maintains a normative database of survey responses that organizations can use as an external benchmark. This way, an organization can determine whether its results are below average, average or above average compared to other companies. The majority of our clients have employees in the United States, but we also have respondents from international locations. This has allowed us to create a general national norm representative of most organizations in the United States and international norms on a limited basis.

Since any successful employee survey system is integrated as one of a company’s ongoing processes, Stanard uses a survey process model to help people successfully navigate through each phase of a survey project and understand how a survey is not a one-time event. Stanard specializes in determining survey objectives, planning the survey process, administering the survey and reporting the results back to the organization. However, Stanard provides assistance in feedback and clarification through facilitator training and through the use of its survey process manual.

If you have any questions, please contact us at 1-800-367-6919.