Our survey research programs are designed to ensure a positive experience for both clients and survey participants. After clarifying the intentions and desired outcomes of the survey, we craft the instrument and carefully select the survey items that will generate practical, actionable results. Decisions about introducing the survey to the intended respondents, analyzing survey data and reporting the results are all made to address the unique needs of each situation. All of our reports, from a top line executive summary to a complete and highly detailed report with extensive statistics, directly focus on the original intention of the survey.
A MAJOR PROBLEM: People in any organization become disillusioned if they repeatedly complete surveys that have no meaningful effect, or if they never learn how the information they provided was useful to the organization.
Too frequently we hear from employees that they are “surveyed out” and frustrated that they put their time into completing a survey which had no discernible effect. Others tell us that they are disturbed because they “never even learned what the survey results were.” Consequently, people have a bad taste for participating in such processes, and the organization loses a vital source of data.
DON’T LOSE KEY INFORMATION: If feedback is not provided in a timely fashion to survey participants, they will inevitably feel disrespected and be left with the belief that they wasted their time “again.” We firmly believe that careful planning of the entire survey process and thoughtful survey implementation with feedback to participants averts this outcome and associated, yet unforeseen, detrimental effects that may follow.
WEB BASED AND TRADITIONAL SURVEYS
Matrix designs and implements both web enabled and traditionally administered surveys for a wide range of organizational assessment and development applications:
- Employee satisfaction or attitude assessment
- Customer/client satisfaction
- Organizational policy concept testing, including employee feedback and reactions to newly implemented and/or anticipated organizational changes
- Investigation and comparison of targeted problem areas in all or part of an organization (such as investigating staff turnover at a particular site or within a particular job title)
- Investigation and comparison of key organizational performance variables (various organizational functions and characteristics) (e.g. sales, turnover rates, absenteeism, health care utilization, morale related issues) across work sites, thus collecting information or clarifying salient factors for further study or change initiatives
- Maximizing organizational performance by making comparisons and differentiating highly effective work sites from problem sites by surveying salient outcome related, organization specific factors
- Rapidly obtaining a broad sample of data from a group of interest as a precursor to focus groups, thereby allowing more efficient drilling down into specific results in the group