Survey Process Overview

Employee Opinion Surveys

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Survey Process Overview

Click here on the steps below to see overview of the Employee Opinion Survey process.

Step 1: Survey Design

For our customized surveys, a Senior Consultant from Peter Barron Stark & Associates will conduct one-on-one interviews with a cross-section of employees and managers to gain a general understanding of employee opinions, identify issues and concerns that employees perceive as being significant, and obtain the information needed to customize the EOS questionnaire.

Step 2: Establish Breakdown Matrix

Our Breakdown Matrix is essentially an outline of how we will analyze, display and present your data back to you. Sample breakdowns are: employees, management, departments, etc. We will work with you to perfect the breakdown matrix.

Step 3: Survey Administration

You will have the option of utilizing a paper-based, web-based survey, or both. There are three ways we can administer your survey, by mail, in person, or on-line.

Step 4: Processing Data

Peter Barron Stark & Associates will process the results in as little as one week depending on the size of your organization.

Step 5: Presentation of Data

We will provide you with both executive and managerial level binders to share with your management team. For our customized surveys, a Peter Barron Stark & Associates’ Senior Consultant will present the results of the survey to the Executive Team.

Step 6: Action Plans

Peter Barron Stark Companies can assist your executives, managers and employees in creating Action Plans. Action Planning materials are included in every results binder.

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:: Helpful Tip ::

Making the Most of Your Employee Opinion Survey

To make the most out of your Employee Opinion Survey, we suggest the following:

Roll out results to all employees at a companywide meeting.
Give employees a list of the 10 highest-rated statements in the survey and proclaim your pride in these areas.
Give employees a list of the 10 lowest-rated statements and convey your commitment to addressing these areas and your desire to create an optimal working environment.
Hold a planning session with the management team to develop action steps for the lower-rated responses.
Have managers of departments create individual action plans detailing how they will address areas of concern.
Encourage managers to work together, coaching and offering support to each other.
Measure your success; set goals and chart your progress.
Celebrate success. Publicly tell employees about your enthusiasm for the progress made and your commitment to continuing the change efforts.

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