Building Surveys? Here are 8 best practices!
Hi, Everyone!
Fancy seeing you here again. Thank you for subscribing.
Last week, we captured a bit more from the people analytics event. And we all love events!
The next one is just around the corner and will be here in Toronto for HR professionals. It is hosted by The People People Group and is usually quite a delight. Sign up here.
Next. Surveys!
We like to use this tool, but OMG, there are so many crappy surveys out there. They are wordy, never-ending, and, in many ways, useless.
Given my survey design and construction background, I figured, why not share some best practices with you all?!
So, today, we cover:
8 best practices in survey design
#1. Use simple, familiar words
Simple words ensure that everyone understands the question. No more misinterpretation due to corporate speak!
Bad: How effective is the organization's hierarchical communication mechanism?
Good: Communication within the company is effective.
#2 Use simple syntax
Simple syntax makes questions easier to read and understand, which increases response rates and accuracy. Your employees don't want to read gibberish. Be on their side.
Bad: Considering the previously stated factors, do you concur with the current management strategies?
Good: Current management strategies are effective.
#3 Avoid words with ambiguous meanings
Ambiguous words can confuse respondents, leading to unreliable data. Clear questions yield clear answers.
Bad: Inefficacy is frequently encountered in your tasks.
Good: Completing tasks is difficult.
#4 Strive for wording that is specific
Specific questions help respondents provide precise answers, improving the data quality.
Bad: Company tools are used frequently.
Good: The company's project management software is used frequently.
#5 Make response options mutually exclusive
Mutually exclusive options prevent overlap and confusion, making it easier for respondents to choose the best answer.
Bad: I am very satisfied, satisfied, somewhat satisfied, or neutral with my job.
Good: I am satisfied with my job.
#6 Avoid leading questions
Leading questions bias responses, reducing the validity of the survey results.
Bad: Don't you think our new policy is great?
Good: The new policy is effective.
#7 Ask about one thing at a time
Avoid double-barreled questions. That's when you ask about two things at the same time.
Bad: The training sessions are informative and enjoyable.
Good: The training sessions are informative.
Good: The training sessions are enjoyable.
#8 Avoid questions with single or double negation
Avoiding negative phrasing reduces confusion and helps respondents understand and answer questions correctly.
Bad: You do not feel unprepared for your tasks.
Good: I feel prepared for my tasks.
I know. These rules are simple, and we've heard them before.
That said, it never hurts to hear them again.
Especially if you are building a new survey.
K
Whenever you’re ready, there are 2 ways I can help you:
#1
If you’re still looking to get started in People Analytics, I recommend starting with my affordable course:
Practical People Analytics: Build data-driven HR programs to 10x your professional effectiveness, business impact, and career. This comprehensive course will teach you everything from building an HR dashboard for business results to driving growth through more advanced analytics (i.e., regression). Join your peers today!
#2
If you are looking for support in your human capital programs, such as engagement, retention, and compensation & benefits, and want to take a more data-driven approach, contact me at Tskhay & Associates for consulting services. Or simply reply to this email!