Richard Hadden
Instructor Richard Hadden
Product Id 601597
Duration 60 Minutes  
Version Recorded
Original Price $295
Special Offer Price $10
Refund Policy
Access recorded version only for one participant; unlimited viewing for 6 months

Conducting Employee Engagement Surveys


On the premise that most organizations have at one time or another considered doing an employee opinion survey, and many who have done so have found the process less than fulfilling, this webinar offers some 'do's and don't's about employee surveys, and in particular, for taking the pulse of your workforce.

Examining the 'Critical Success Factors' for using such a tool, this course begins by emphasizing the need for a Commitment to the Process, explaining that organizations deploying an employee survey absent the genuine support and commitment of top management are wasting time, money, and valuable management credibility.

In discussing the survey itself, we'll provide tips on how many and what kinds of questions will yield the most valuable information, and how to decide among the various response types (Likert scale, yes/no, open-ended, and other response types).

We'll discuss the pros and cons of outsourcing the survey to a qualified outside vendor, and of developing and executing the survey internally.

Other important items to consider have to do with how the survey is actually administered (i.e., face-to-face, by mail, electronically, etc.), and the instructions
people are given about completing the survey.

Next, we'll discuss how, when, by whom, and to whom the results of the survey should be presented. We know that the survey effort will be successful only to the extent that people below the rank of vice president actually take ownership of the data, and also that generally, each workgroup or team should get its own discreet report.

Stale information is of little or no value, be it financial data or employee survey results, and so we'll cover the appropriate amount of time between the actual administration of the survey and the return of the results.

Given that one of the major benefits of a survey process is the opportunity to measure results over time, organizations should commit themselves to periodically
resurveying their workforce. Using a "Goldilocks" approach, we'll talk about how to decide, for your organization, what is too often, too infrequent, and "just right", based on the objectives of your survey, and the history of employee and other types of surveys in your organization.

Finally, we"ll close by discussing the vital importance of actually using the data you glean from the survey to make changes in the organization and its people practices, to create a more focused, engaged, and capably led workforce.

Areas Covered in the Session:

  • Reasons to conduct an employee survey
  • The frequency of surveys to maximize participation and optimize information
  • Pitfalls to avoid in conducting employee surveys
  • Practical minimum workforce size for conducting an employee survey
  • How to construct an effective survey (question type, question wording, and scoring scale)
  • How to introduce and deploy the survey
  • Modalities and methods of survey deployment (electronic, paper, and hybrid)
  • Organization of results by workgroup and manager
  • How, and with whom, to share the results
  • What to do with the information

Who Will Benefit:
  • Human Resources Managers and Executives
  • Vice Presidents and Directors of Operations and other areas within the companies
  • CEO's of small to medium sized organizations

Speaker Profile
Richard Hadden is a Certified Speaking Professional with a focus on employee engagement, and the correlation between people practices and profit performance. He is co-author of Contented Cows Give Better Milk: The Plain Truth About Employee Relations and Your Bottom Line; Contented Cows MOOve Faster: How Good Leaders Get People to Put More OOMPH! Into Their Work; Rebooting Leadership: Practical Lessons for Frontline Leaders (and their Bosses) in the New World; and an all new revision of his first work, entitled Contented Cows STILL Give Better Milk: The Plain Truth About Employee Engagement and Your Bottom Line.

He received a Bachelor’s degree in management from Jacksonville University, in Florida, and a Master of Business Administration degree from the University of North Florida.

Richard Hadden was a manager for a large financial institution in the 1980’s. He learned computer programming and worked as a programmer and systems analyst in the field of multi-user microcomputer software, before the advent of PC’s. He was Director of Product Development for a software manufacturer in North Florida before starting his own software consulting business in 1986. Gradually, his consulting focus shifted from Information Technology to Human Resources, Leadership, and Management.

While consulting, he taught software design, principles of management, and international economics at Jacksonville University from 1988-1991.

He founded his consulting firm in 1989, and immediately began conducting training workshops in the areas of performance coaching and managing a diverse workforce. After training and consulting in dozens of organizations, he partnered with Bill Catlette, to form Contented Cow Partners in 1996. Contented Cow Partners was founded on the principle that creating a focused, engaged, and capably led workforce is one of the best things any organization can do for its bottom line. The firm conducted extensive research into organizations with outstanding workplace reputations, and their findings, using Human Capital Analytics, led them to investigate the strategies employed to turn people practices into profit performance. Since 1990, Richard Hadden has delivered keynote presentations and training programs for more than 800 audiences in North and South America, Asia, Europe, and Australia.

Sign Up for Our Newsletter