Knowing your employees is like taking the pulse of your organization. It is critical to the success of your operations. If your employees are dissatisfied or unhappy, it will show in the quality of their work and relations with other employees. Bad morale causes a cascade effect that can run an organization to ground.
One of the first questions that must be answered in any survey is who exactly is going to be surveyed. It is usually impractical to interview everyone if you have a large population or an expensive sampling method. Therefore, you need to survey a properly derived sample, which can reveal a wealth of information about the wants, needs, or opinions of the people surveyed.
A checklist to help you manage your next survey project (with our without the help of SurveyTracker survey software) can help your survey accomplish its objectives. Your process must be well-planned from the start. The following detailed Checklist will help you in developing an effective plan. (Not all these details need to be carried out on every survey. Adapt the list to your particular project.)
By default, SurveyTracker web surveys are available to respondents as long as the HTML and supporting files are uploaded to the web server (and as long as the respondents know the survey exists). When the survey is scheduled to end, you can pull the HTML files off the web server to indicate that it’s closed. That said, there is a method to set a Start date and/or End date to a web survey that run on a Windows server.
In a SurveyTracker web survey, you can control what the respondent sees after they submit their responses. This is useful because it can present a friendlier or more informative message than the default thank you message behavior included with each survey.
TTI has decided to post some fun quick polls on our SurveyTracker survey samples page. These samples reflect a slightly different approach to the types of more serious-minded surveys we tend to promote on our website. There’s no reason you couldn’t conduct similar surveys and polls if desired.
Any organization that receives funding from government or is a specific contractor or subcontractor for government works should be aware that, as of March 24, 2014, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs implemented a new set of rules and regulations for Section 503 of the Rehabilitation Act of 1973. Section 503 prohibits discrimination in employment against individuals with disabilities (IWDs) and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals.