Collecting and reporting employee feedback for large organizations: Tips from the Department of Veterans Affairs.

Abstract

Many organizations survey their employees to use results toward improving workplaces and work systems. Employee satisfaction and engagement correlate with organizational outcomes, which makes survey results relevant for organizations. Yet, little to no guidance is available to organizations about how to effectively organize employee surveys. The U.S. Department of Veterans Affairs is heavily invested in collecting workforce feedback and translating results into improvements. Based on almost 2 decades of Veterans Affairs experience and substantial return on investment (ROI) in this area, this article provides a template for planning an employee survey-including detailed recommendations for its key phases (design, analysis, and reporting), and a working code for creating reports. Our practical guide fills a gap in the literature and, we hope, will assist other organizations in their workforce survey efforts.

Comparing the validity of net promoter and benchmark scoring to other commonly used employee engagement metrics

“…The mean is simple to compute and is the basis for many inferential statistical tests that assume normally distributed data. For these reasons, mean scoring is often the recommended method for scoring survey responses (Derickson, Yanchus, Bashore, & Osatuke, 2019; Robinson, 2018). Likewise, favorable (or unfavorable) scores are determined by calculating the proportion of all degrees of favorable (or unfavorable) responses compared to the total number of responses.…”