Sample: Organizational Climate Survey (aka Employee Engagement Survey)

26 September 2013, Singapore: Today, I was doing some analysis on my company employee survey and it prompted me to recall the first diagnostic tool developed by me in September 2003. Back then it was labelled as "Organizational Climate Survey Form" but I guess now days it is better known as "Employee Engagement Survey".

The questionnaires were divided into 5 sections: - 

• Management and Leadership Style
• Communication and Trust
• Training and Development
• Rewards, Recognition and Career Path
• Clarity of Roles, Flexibility and Challenging Job

All the questions were designed to be "positive" and I adopted a five scale rating: -

• 1 = Poor
• 2 = Need Improvement
• 3 = Meet my requirements
• 4 = Exceeded my requirements
• 5 = Excellent
• N/A = Not Applicable

Back in 2003, there wasn't any budget for online and I had to administer it manually and the only automation for me was using MS Excel to generate the 'spider' web for me (see Exhibit 1). It was manageable as the headcount was about 60 people.  

Exhibit 1: Sample of the Organizational Climatic Survey "Spider Web"

Listed below are samples of the survey questionnaires

SECTION A : MANAGEMENT AND LEADERSHIP STYLE

1. Employees are encourage to take initiative and make decisions on their own.
2. Our employees have a high respect for the current management team.
3. We have to go to our supervisors to get approval on things that we should have responsibility for.
4. Although employees of some companies are just a name and number, around here everyone is important and has a lot of responsibility.
5. The standards are high and management sees to it that employees turn in a quality performance.
6. HOD often sit down with subordinates to discuss performance, growth and development
7. Management allow employees to focus 100% of their time / energy towards their job.
8. There is co-operation and teamwork among the management team.
9. We are managed by objectives and results.

SECTION B: COMMUNICATION AND TRUST

1. The organisation's goals are clearly communicated to all employees.
2. We understand the organization's policies and procedures and apply them fairly.
3. Communications are very healthy among employees and between management and employees.
4. Employees get constructive feedback to help them improve their performance.
5. Employees trust one another and there is co-operate around here.

SECTION C: TRAINING AND DEVELOPMENT

1. Training given to employees are fair and justifiable.
2. My training needs has been identified and made known to me.
3. Training has been made available to me, to up-grade my skills & knowledge.
4. Employees receive adequate training (i.e., classroom training, on-job-training).
5. Management is committed to the training and development of employees.

SECTION D: REWARDS, RECOGNITION AND CAREER PATH

1. There is recognition for doing a good work around here.
2. It's easy to get ahead and advance around here if you have the skills and experience.
3. Our employee benefits package (hospitalization, insurance, retirement, etc.) is very attractive.
4. Raises, promotion, and other rewards are given in proportion to our performance.
5. Employees will get recognition for their efforts.
6. Career development & opportunities are very good here.
7. With regard to pay and advancement, I could do very well here.
8. Employees felt that working here is very satisfying & enjoyable.

SECTION E: CLARITY OF ROLES, FLEXIBILITY & CHALLENGING JOB

1. Employees are clear of the expected standards of work / performance.
2. Job assignments and performance criteria are well defined and understand by all.
3. Employees have a high degree of commitment to the work they are doing.
4. Employees have to work hard to meet the organization standards of performance.
5. Employees know exactly what is required and have the freedom to do it in the best way.

Note: If you want to adopt it for your organization, please contact to me at eleutherius.liew@gmail.com