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It is possible to conduct your own cultural audit in which case the most effective way to do so is by convening a cross-departmental team of employees. That way staff members can have buy-in to the process. Some companies, however, engage an external consultant because they can see the value of a fresh perspective.
Conducting a Cultural Survey will allow you to: Identify high spots and hot-spots for action. Map results to your business plan and values, ensuring a strong link to corporate strategy. Provide insight into what people should Stop, Start and Continue doing.
As a rule, most employee opinion surveys are voluntary. If you notice, many survey results are tabulated based on employee participation rate because that’s what boosts the survey’s validity. It’s uncommon to get 100 percent participation in workplace surveys.
Anonymous survey methods appear to promote greater disclosure of sensitive or stigmatizing information compared to non-anonymous methods. Higher disclosure rates have traditionally been interpreted as being more accurate than lower rates.
“There is no such thing as anonymous,” Peshawaria said. “If management really wants to find out who said what, they easily can. That said, the difference between ethical and unethical management is whether they choose to find out.
The first rule is that you always want to be honest with your respondents. In the long run, that will get you the most accurate data. We’ve all taken an anonymous customer satisfaction survey at some point. You know the ones where you don’t leave any identifying information.
To ensure your survey remains 100% anonymous, remember:
To turn on Anonymous Responses:
SurveyMonkey provides the tools for creators to configure their surveys how they want. This includes allowing them to collect strictly anonymous responses, or to choose to identify their respondents. Oh, and SurveyMonkey never peeks at your responses unless the survey creator gives us permission to.