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Staff Surveys


I have been asked to conduct a staff survey (approx 400 staff) on communication processes to find out what's working well and what's not. Any ideas on how to approach this? I would particularly like to hear any suggestions about collating and analysing this kind of information.
Sarah Woolley

3 Responses

  1. Communication IS the response that it generates !
    To be of practical use, I suggest the survey only concern itself with the ‘output’ or ‘responses’ that commication generates. Avoid analysing the communication. Go simply for the effect.

    Alan Clayton

  2. Include a number of taget groups
    Don’t know if you were thinking of surveying them all, but an acceptable sample band for 400 staff would be 15%-30%. Also think about targeting different groups to get different perspectives on the issue.

    Likert scales work really well for this type of stuff. Start with a strong statement E.g. We get told stuff immediately choose from All of the time, Most of the time, Some of the time, Hardly ever or never.

    Hope this helps Chris S

  3. Approach surveys with care!
    You need to decide, before you start, why you want the information, how you will analyse the data, what message the survey will send to the org and what you will do with the info generated. For example, if you are trying to use communication to promote an open, involving culture then surveying only a proportion of employees gives the wrong message on involvement. The NSQT is a not-for-profit organisation whose role is to promote performance improvement through people involvement. We have a wide expereince of carrying out employee surveys and I would be happy to give you some more info/advice if you e-mail [email protected] or call 01722 326667.


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