7 Key Factors When Choosing a Survey Provider

The views of your staff are critical. Their ideas and attitudes about the organization have a serious effect on financial performance and growth, so you need to do the research right to get a true picture.

A seasoned research partner can help you choose which survey option meets your organization’s needs. Consider the following criteria to make the best decision when selecting an employee survey provider:

1. Benchmarks: To know what the results of your employee survey are really telling you, you have to consider them in specific contexts. An experienced research partner / survey provider should have benchmark data – by region, industry, and function – so you can do just that.


2. Reporting:  Reporting is an important part of any survey. You need reports that are clear and meaningful, and also appropriate for different groups, such as front-line staff or senior executives. Good reporting lets you share findings throughout your organization effectively and efficiently.


3. Customization:  Often, a standard questionnaire that has been proven to get results will work fine. But your organization and its culture are unique, so you will likely want to customize a few questions. Your professional survey provider partner should offer you the option of blending proven questions with your specific needs, requirements, and circumstances.


4. Deployment methods: Although most organizations do their surveys online, you need to include staff members who do not have easy or regular computer access. You want a survey provider who can design and deploy online, on smartphone or tablet or if needed via printed questionnaires – or all three.


5. Cost-effectiveness:  An experienced survey provider can provide a valid and reliable questionnaire and a systematic process to make sure that you can launch the survey without breaking your budget. Think of the time and money your organization will save by not having to start from scratch.


6. Tools for action:  Ask potential survey partners if their data analysis can pinpoint areas for specific improvement and then help you implement those improvements.


7.Project management:  The survey process has many elements and stages, and each one needs to be done right so that your organization gets the information it needs from the survey. An experienced professional survey provider can see the survey through, from concept to completion and beyond, and make sure the project runs smoothly at each stage and through the whole process.

Interested in learning more about actions you can take in your organization?

Webinar Library

Helping Management Better Connect with Employees: The Importance of Connecting with People

By Norm Baillie-David | October 9, 2018

Webinar | Join the growing conversation around the importance of building an engaging management team that connects with your employees.

Building Healthy Workplaces: How to Create an Effective Mental Health Strategy

By Norm Baillie-David | September 7, 2018

Webinar | For Mental Illness Awareness Week, CAMH joined TalentMap to discuss what HR leaders should consider when building a workplace mental health strategy.

What Effective Employee Engagement Looks Like in Local Governments

By Natalie Verania | July 25, 2018

Webinar | Absenteeism and general disengagement have long been associated with civil servants. Studies suggest they can be attributed to a litany of factors. Watch the webinar to learn more.

How to Recruit, Engage, and Retain the Right Talent with Employer Branding

By Natalie Verania | July 11, 2018

Webinar | How do you pique the interest of amazing candidates – the type of talent you want to attract? Watch the webinar to learn how employer branding feeds recruitment, engagement, and retention.

How Employee Engagement Can Reduce Presenteeism and Absenteeism

By Norm Baillie-David | June 13, 2018

Webinar | Loss of workplace productivity results from employee health problems and/or personal issues like family illness or stress. Learn how to reduce presenteeism and absenteeism during TalentMap’s webinar.

Employee Recognition: How to Promote Praise and Influence Engagement in the Workplace

By Norm Baillie-David | May 11, 2018

Webinar | A well-executed employee recognition program is one piece of the foundation that creates long-lasting, sustainable engagement within organizations. TalentMap joins forces with Kudos to discuss recognition strategies and tools to boost engagement.

Handling Verbatim Comments in Your Engagement Survey: How to Walk the Tightrope Between Insight and Confidentiality

By Norm Baillie-David | May 4, 2018

Webinar | Open-ended survey questions give organizations a deeper glimpse at how employees think. These verbatim comments are a goldmine of information. But how can confidentiality be assured?

Redefining Professional Growth in a Re-Imagined Work World

By Norm Baillie-David | March 27, 2018

Webinar | TalentMap’s Senior Consultant, David Ang, discusses what professional growth means to today’s employees who have vastly different work expectations due to technology advances and market demands.

Employee Engagement in Higher Education: A Tough Lesson to Learn

By Norm Baillie-David | March 22, 2018

Webinar | Higher education institutions have above average employee engagement challenges — even more so with safety considerations around gun violence and the #MeToo campaign. Watch the webinar recording to learn more about the state of employee engagement in higher education.

Job Purposing and Employee Engagement: Crafting Meaningful Work for Employees

By Norm Baillie-David | February 12, 2018

Webinar | Norm Baillie-David, SVP at TalentMap and Bea Boccalandro, President at VeraWorks, discuss how job purposing can heighten employee engagement, performance, and wellbeing.

1 Comment on “7 Key Factors When Choosing a Survey Provider

  1. Done correctly, EE is a cost saving, not a budget concern. If the client is concerned about budget, then there must be no guarantee coming from the vendor. If the vendor isn’t proving their value through references asserting the financial results from their EE initiative, that should tell you something. Who doesn’t talk about their results? If you’re interested in this, try to find a single study or research that talks about the direct relationship between financial results and EE improvement projects. There are none. All simply say higher EE is good. No kidding. But none acquiesce to the simple fact that better-performing companies have better leadership and higher EE is a byproduct of that leadership. Anyone who believes a survey, no matter how good, is going cause a material change in leadership is, well you provide the adjective. Surveys make you feel good because you did something, they don’t change the score and if they did then companies would make their fees contingent.

Leave a Reply

Your email address will not be published. Required fields are marked *