Baseline Survey

Many organisations who haven’t researched their employee’s opinions before will need their first survey to act as a stake in the ground from which to measure progress or regress. When georgenaylor worked with two European organisations who were merging much of their operations, we were able to flag differences in company culture and working styles which were taken on board in the integration phase. As time went on, we continued to survey a sample of employees and were able to help the client understand the hybrid culture that emerged. Communications were better targeted and training programmes were tailored to suit the new organisation.

Evaluation Survey

georgenaylor was asked to measure the effectiveness of training and awareness programmes connected to a values based change initiative. We were able to show, in a very straightforward way, which aspects of the ongoing work were having the most effect on changing day-to-day behaviour in the organisation. Surveying was carried out both in written form – yielding quantitative graphs, and face-to-face, meaning that real examples of behaviour change and quotes could be passed on to the board of directors.

Comparative Survey

The client organisation identified a problem with staff turnover. georgenaylor developed a system, whereby leavers were interviewed (confidentially) by telephone, prior to departure, using a bespoke structured interview technique. Detailed and prioritised reports were then generated every quarter, giving information by department, working hours, age and gender on people’s reasons for moving on. The organisation was able to identify things they could do differently to retain their best staff. Staff retention has been dramatically improved and the system is now part of the organisation’s personnel toolkit.

Communication Survey

A global organisation wanted to know whether people received the information they needed to carry out their work? Was it timely and easily understood? Did they have the opportunity to feedback their views? The paper based survey covered communication between departments and also investigated the effectiveness of local team meetings. It covered pay and conditions and general morale and also explored how people went about their day to day work. This survey was sent out to several thousand people and was translated into six languages, including Swahili! The results, repeated yearly, gave the organisation valuable insight as to whether the changing organisation was getting their messages across and very importantly, whether those messages were changing day to day behaviour for the better.

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