One of the most prevalent mistakes people make when designing an employee survey is creating questions that skew the results. Using absolute words such as “always” or “never” will skew responses to the negative. Also, including multiple concepts in a single question, called a double-barrel, is a frequent issue for inexperienced survey designers. Double-barrel questions produce useless data.
Some don’t know when a sample size is large enough to statistically represent the entire population or sub-sets of the population that may be of interest. They may base their conclusions on an inadequate sample, resulting in faulty results.
With an improperly designed employee survey, the results are not actionable or they may cause the survey team to take the wrong actions. This can cause deterioration in employee morale, satisfaction, and engagement and potentially worsen any underlying issues.
Without experience or the help of a survey platform to design a survey properly, the survey may be valueless and possibly cause more harm than good. An employee survey also benefits from benchmarking and assistance with action planning to help improve organizational performance.