Surveys

Services > Workforce + Workplace Strategy > Surveys

 

Clients often ask, “How can we determine just how ready members of our workforce are for the specific changes being considered?”  Stegmeier Consulting Group’s proprietary surveys can do just that.

SCG SurveysStegmeier Consulting Group’s surveys support our clients’ change initiatives both by measuring workforce readiness prior to their organizational change, and by measuring the level of change adoption following the implementation. As the global leader in workplace change management, our proprietary tools are highly customizable to meet client-specific requirements. Our surveys can be utilized to measure employee engagement and readiness for flex work, telework, hoteling, shared-space environments, the open workplace, or other alternative workspace strategies. The surveys can also be employed to measure your workforce’s level of adaptability for organizational change in general.

The results of the pre- and post-change surveys become a tool with which you can compare the impact that organizational changes have on your company’s workforce. The data will continue to benefit the enterprise over time as it responds to the increasingly complex business environment.

Methodology

Stegmeier Consulting Group recommends that, ideally, baseline workplace change surveys are scheduled prior to announcing the organizational change to the general workforce. An accurate profile of change readiness is best captured well before the rumors of imminent changes begin to surface, negatively impacting employee productivity. To further ensure accurate results, surveys are conducted electronically, and to encourage candid feedback, participants’ comments can be held anonymously.

Post-Change surveys should be scheduled approximately three to six months following the organizational change initiative. The survey categories/questions selected by the client for administration in the pre-change phase should remain the same in order to have valid data against which a comparison can be made.

Process & Deliverables

Pre-Change Surveys, Change Readiness Surveys

  • Development and customization of the survey begins, with a focus on the goals of the client’s strategy and any specific objectives established for the change initiative.
  • Client input is welcome–and encouraged–to ensure the survey results will be meaningful for the organization and its goals and challenges. The client will be given the opportunity to review and approve the survey prior to administering the electronic surveying process.
  • A database will be created of the workforce members whose feedback is being analyzed. Separate job categories, work setting categories, or specific sub-groups can be established to compare and contrast the data relating to various demographic groups.
  • Stegmeier Consulting Group will develop a communication piece announcing the survey, creating a sense of importance of full participation, and introducing our firm as your organization’s external resource for conducting the survey. The client will transmit this initial communications electronically to ensure employees are comfortable in opening forthcoming e-mails relevant to this initiative.
  • Survey participants will receive an e-mail from Stegmeier Consulting Group which will reinforce the importance of the initiative. The message will provide instructions for taking the survey, deadlines, contact information for questions, and a link to the actual electronic survey.
  • Invited participants will access the electronic survey within the pre-determined time period for gathering data. Electronic reminders will be sent by Stegmeier Consulting Group to non-respondents.
  • The pre-change survey is closed. Stegmeier Consulting Group will examine the data gathered from respondents and conduct a thorough analysis of the study. A report of the findings of the initiative will be prepared and provided to your organization.
  • A meeting or conference call will be held to discuss the findings of the survey as they apply to your organization’s strategy for change, and where appropriate, actionable opportunities for improvement will be recommended, and next steps determined.
Post-Change Surveys, Change Adoption Surveys

  • The post-change survey process begins with a review of the pre-change benchmark survey questions to determine if minor changes are necessary.
  • The database created in the pre-change phase will be reviewed by the client to determine if minor changes need to be made to the list of participants due to changes in personnel. Changes will be submitted to Stegmeier Consulting Group, who will update the database prior to administering the post-change survey.
  • Stegmeier Consulting Group will develop a communication piece announcing the survey, creating a sense of importance of full participation, and re-introducing our firm as your organization’s external resource for conducting the survey. The client will transmit the communications electronically to ensure employees are comfortable in opening forthcoming e-mails relevant to this initiative.
  • Survey participants will receive an e-mail from Stegmeier Consulting Group which will reinforce the importance of the initiative. The message will provide instructions for taking the survey, deadlines, contact information for questions, and a link to the actual electronic survey.
  • Invited participants will access the electronic survey within the pre-determined time period for gathering data. Electronic reminders will be sent by Stegmeier Consulting Group to non-respondents.
  • The post-change survey is closed. Stegmeier Consulting Group will examine the data gathered from respondents and analyze the results in comparison to those of the initial survey.
  • A report of the findings of the initiative will be prepared and provided to your organization.
  • A conference call will be held to discuss the findings of the survey as they apply to your opportunities for improvement will be recommended, and next steps determined.

 

Client Goals

  • Establish baseline metrics by gathering feedback from members of the workforce prior to finalization of the change strategy
  • Provide a confidential method for individuals to share opinions and ideas safely and anonymously, which results in gaining additional insight not always captured in open forums and focus groups
  • Gather both quantitative and qualitative data to contribute to the business case for workplace change
  • Improve employee engagement in the workplace change by expressing the value of their honest feedback to the success of the change initiative
  • Re-administer the survey post-change to compare results against baseline metrics to: 1) measure improvements and 2) identify areas requiring adaptation to ensure improvement moving forward

Client Benefits

  • Surveys can be branded to reflect the client organization and the change initiative
  • Survey questions are customized to focus on the client’s particular objectives, challenges, and anticipated areas of resistance
  • Flexibility in the number of individuals invited to participate in the survey
  • Ability to categorize survey data by individual’s level in the organizational hierarchy, work group, department, location, and other customizable filters
  • Survey hosting and administration by Stegmeier Consulting Group takes the burden off the client organization
  • Option for survey to be hosted on a password-protected page on SCG’s site or embedded into a page on your organization’s private intranet
  • Interpretation of the survey data is conducted by Stegmeier Consulting Group as an unbiased, third party
  • Report and recommendations delivered to the client leverage the key findings and best practices in managing workplace change discovered in SCG’s 20 years of research, involving more than 200 organizations in 27 diverse industries