Introduction
You want to keep your finger on the pulse during an important organisational change and decide to send out a survey. The danger? That you only collect 'lip service': answers that are socially desirable, but do not reflect the real sentiment. Such a survey creates a false sense of security. Fortunately, there is a better approach. In this article we share a practical guide, based on organisational psychology, to turn your survey into a powerful instrument that reveals the truth.
The foundation for honest answers: safety and trust
Before you ask a single question, the foundation has to be right. The quality of your questions is irrelevant if employees do not feel safe to answer honestly. The key does not lie in the software you use, but in the psychology and the process around it.
Asking the right questions: from opinion to observation
The art is to ask indirect, behavioural and projective questions. People are reluctant to give a harsh negative opinion ('I hate this'), but are far more willing to share a feeling or an observation. Focus on that.
From data to dialogue: analysis and follow-up
A single survey is a snapshot; a series tells a story. Collecting data, however, is only half the work. The way you analyse and follow up on the results determines whether you build trust or break it down.
Your action plan for an effective change survey
First focus on creating an environment of psychological safety; without this foundation every question is pointless.
Ask questions that probe feelings, observations and concrete needs rather than yes/no opinions.
Use projective questions ('What are obstacles for your team?') to give employees a safe way to express their own concerns.
Always analyse the results per department or team. The organisation's average score often hides the real pain points.
Close the loop: always communicate openly about the results (positive and negative) and the specific actions you are taking in response to the feedback.
We excel at guiding organisations through change; feel free to get in touch whenever you'd like to exchange ideas.
