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Did you know that an employee survey should never use a 5-point scale? Or that you should never ask employees if they’re "satisfied" with their job? Or that you only have 28 days after data collection ends to bring the employee survey results back to your organization? Leadership IQ's employee survey, called the Hundred-Percenter Index, will bring out the best effort, passion and commitment of your employees.

The 5-point survey scale doesn’t work

Employees who really hate their workplace have quit already. So a 5-point scale survey pool is positively biased – you’ll never get as many people rating a 1 as you will a 5. These skewed statistics mean inaccurate assessments and an inability to track year-to-year progress. Leadership IQ’s 7-point scale broadens the spectrum and provides statistically valid and easily trackable survey results that let you know what your employees are really thinking.

Never ask your employees if they’re “satisfied”

Almost every employee survey includes a version of the statement, “Overall, I am satisfied with company X.” All this really says is, “I’m satisfied” and what real help is that? Our survey questions use the best practices from clinical psychologists to let you know if your employees are deeply fulfilled and committed to your goals, and if they are willing to drip blood, sweat and tears for the organization. And if not, our employee surveys will reveal what it will take to provide the life-altering fulfillment that makes your employees truly want to give the kind of 100% effort you're looking for.

Don’t do a survey if you’re not ready to act on the results

Giving your managers employee survey data without the right management training is like sending someone to work in the ER of a hospital without medical training. If your people were ready to make all the necessary changes without any further training, they would have done it already. It takes a minimum of two solid days of training to equip managers with enough skills to do most jobs effectively. We give you the specific tools needed to find out how to correct the issues identified.

Don’t ask questions you can’t fix

“Gee, the boss asked how we feel about those darn TPS reports, and we all said lousy, but then he did nothing about it!”

“Yeah, and how about asking whether I had a friend at work and if I trust my boss? What’s he going to do about that?”

Every survey question you ask implies a promise that you’re going to do something positive to fix what’s ‘broken.’ And if you don’t act, you can kiss employee morale goodbye. The questions asked by the Hundred Percenter Index challenges employees to share specific and intelligent solutions to the problems they face.

You have only 28 days

The results of your employee survey have an expiration date, and the three, four or even five months most companies wait only worsens morale. You’ve got about 28 days.

Now, you don’t have to have every single regression run and every departmental data set completed, but you must let folks know that the initial report and analysis have been received and that there’s a schedule for meetings where every employee can see or hear the results.

Our employee surveys make it easy to manage time so you spend as much (or more) effort on distributing and acting on the data as you did on collecting it. Don’t ever let your survey provider tell you it takes months to process the data; it doesn’t (unless you're at the bottom of the providers’ priority list).

The Hundred Percenter Index

The Hundred Percenter Index has the solutions built right in. Every question asked includes a clear path of action. So if you discover an area you need to fix, you’ll immediately know what needs to be done. Stop conducting surveys that your employees only chock up to the failed “flavor of the month” and that make you look bad. It’s time to start using survey initiatives that boost your credibility and get employees firmly on the Hundred Percenter track.