Hello all,

I have been placed on a project to compare and contrast the various types of employee surveys (i.e. culture, climate, satisfaction, engagement). As you can imagine when you type in any of these terms in google/yahoo thousands of sites come up. Does anyone know of a good resource that compares and contrasts each type of survey?

Your help is greatly appreciated!

Hello Mikel L:

What is the business reason for the project?

Hello Bob. The business reason is we are in the process of determining which type of employee survey(s) would be right for the organization. I have been asked to put together a proposal outlining the different types of surveys (climate, culture, engagement, and satisfaction) and the benefits each could produce, then make a recommendation as to which survey would be best and how often to conduct it. In searching even for a description of each, I'm hitting several road blocks---as there seem to be many definitions for each type of survey.

Hello Mikel:

It seems to me we have the cart before the horse. A survey should not done for the sake of doing a survey. If we knew what management wants to accomplish, we could then discuss whether or not a survey fits the need and if it does then which survey is best.

Employees may react negatively to management doing nothing after the employees take the time to complete a survey.

The end must be known before we begin but not necessarily the path.

Mikel,

Keep Bob's posts in mind. Yes, knowing about the tools will be important. But knowing what you want to accomplish and the conditions surrounding it will define what tool to select.

Never administer a feedback tool unless you know (in advance) how you plan to use the data and are willing to share that plan with those who will participate.

Culture, climate, and even satisfaction surveys are simply attempts to tap into employee perceptions about a subject. The subject can be the organization, policies, procedures, leadership,et al. Organizations use them for both baseline purposes and for monitoring progress following changes/improvement efforts.

Engagement surveys take a slightly different approach. They tend to go after what is referred to as "discretionary effort." Meaning, when an employee has a choice to add that extra kick/performance reserve...will they do so in a way that is supportive of the organization's interests.

The Gallup Organization has received a lot of press for this type survey (Gallup 12). When you take a look at their questions (below)you will get a better sense for how it differs from culture/climate/satisfaction.

1. Do I know what is expected of me at work?

2. Do I have the materials and equipment I need to do my work right?

3. At work, do I have the opportunity to do what I do best every day?

4. In the last seven days, have I received recognition or praise for doing good work?

5. Does my supervisor, or someone at work, seem to care about me as a person?

6. Is there someone at work who encourages my development?

7. At work, do my opinions seem to count?

8. Does the mission/purpose of my company make me feel my job is important?

9. Are my co-workers committed to doing quality work?

10. Do I have a best friend at work?

11. In the last six months, has someone at work talked to me about my progress?

12. This last year, have I had opportunities at work to learn and grow?

Jeff