You must have invested reasonable amount of time in designing the questionnaire for Employee Satisfaction Survey (ESS). Nevertheless, there is always a room for improvement. Hence my following suggestions:
a) You have given paragraphs but not sub-paragraphs for each statement. It is left open
b) At times there is overlap in questions. For example, in Question 5, the last but one statement is "We generally work on realistic deadlines" and the next statement is "My workload is reasonable". Both the statements, are they not concomitant? You may prune down some of the overlapping questions.
c) The second statement of Q 9 states "Your manager/supervisor's management capabilities". Is every junior capable to assess managerial qualities of his/her manager? Are the juniors capable to interpret correctly the decisions of the managers? For example, while juniors could be sitting at their work desk, manager could be negotiating with the suppliers very well in the board room. In that case, how juniors would know the negotiating abilities of the managers?
d) More over, ESS is conducted in order to:
i) Understand the pain points of the staffs, what demotivates employees, why employees leave the company
ii) Understand whether employees feel whether culture of fairness or culture of justice exists in the company
iii) Understand what is the feel of the company's culture i.e. it is progressive, bureaucratic, open, puritanical etc
iv) Understand the quality of interpersonal environment in the company. There are indirect questions to assess the interpersonal environment but no direct question is there.
v) Understand how far the employees trust the organisation. Suppose employees do not have any trust on the organisation that after getting the survey results, the needed organisational changes would be made. If they do not have this belief then the employees would fill the answers perfunctorily making mockery of the ESS
vi) Understand the employees have understood the vision and mission of the company. ESS does not check employees' perceptions on whether management's decisions are consistent with the vision or mission statement of the organisation or at times these are contrary.
vii) Understand whether any informal pressure group based on caste, creed, religion, skin colour, language, education institution etc calls the shots. This leaves marginalised feeling in the mind of others.
viii) Understand HR or top leadership has disconnect with the general staff members
The survey is heavily tilted in favour of the junior employees. You may design separate survey for the managers. You may refer my following posts related to your post:
29th December 2014 From India, Bangalore
30th December 2014 From India, Bangalore
a very good attempt and impresses me but
1. are you sure of what you really want from the survey ie the aim of the survey.
2. people less than three years in the organisation may not be competent to undertake it .
3. a small story on behaviour of staff [ you may not agree with me ]
a UFO landed in the earth and the press crowded them for a landing interview . the head of the team was asked the first question " Sir how do you know in which part of the earth you have landed . it is too big and covers a large number of countries
he took a minute and said
we walk into the nearest factory and the first employee we meet says
a. welcome sir please be seated ---- we know we are in europe
b. hi bum how are u what can ya do for ye ------ we know we are in us
c. assalamale kum insha allah kya kar saktha ----- we know we are in arab world
d. excuse i cant leave my machine for a second ---- we are in japan
e. baitho yaar mera boss jo hai na kuch nahin janta . main usko padatha hoon . tho kya ho gaya woh degree lekar aaya hai . woh tho mangement ka aadmi hai aur mera chutti rok diya and main kam kartha hoon aur woh naam leta hai .
------ you guess in which country you are in
4. satisfaction level is not related only to welfare activities and welfare is an item of the list and not the first one . you may reposition it
5. inter personal behaviour cannot be generalised . reply to the questionnaire may lead to branding a good task master supervisor as a bad one.
lastly . you need to make each and every employee accountable to the productivity of the organisation . you may like to add a couple of questions on the role of the employee in contributing to the end result .
wishing you all a happy and prosperous 2015
1st January 2015 From India, Indore
I need a questionnaire or format to check the level of employee satisfaction in my company. Its a IT company of around 100 employees with majority of people are youngsters. My objective is to assess their issues and concerns and ideas to improve and also the good things they have to tell about the company. Their feedback will be used for overall improvisation of the companies culture. For this purpose I am looking for a form / questionnaire where they can rate different areas of their worklife.
Its urgent to me and I will look forward to have your suggestions and ideas or maybe a ready to use format of an IT comapny. Please share the documents at
Thanks in advance.
22nd December 2016 From India, New Delhi