More and more employees consider development crucial for their career. In a report by Instructure, more than 2 in 3 workers would consider leaving their current employer when a better development opportunity arises somewhere else. Even when employers have provided some form of career development, most of the survey respondents scored the initiative with an F, meaning there is a lack of satisfaction in such development programs.
This study suggested the importance of conducting a career development survey before launching the initiative. Development survey is needed to measure employee satisfaction towards the development programs that the company has been running. By knowing how the employees can gain value from the program, HR managers can find core problems and gaps that need to be addressed.
See also: Job Rotation: Achieving Successful Employee Development
Career development survey also helps ensure career fulfilment within your company, giving you a clue whether employees need Development survey is needed to measure employee satisfaction towards the development programs that the company has been running. By knowing how the employees can gain value from the program, HR
managers can find core problems and gaps that need to be addressed. Development survey is needed to measure employee satisfaction towards the development programs that the company has been running. By knowing how the employees can gain value from the program, HR managers can find core problems and gaps that need to be addressed. more help or are progressing better in their career. Therefore, it is important to conduct a successful development survey that makes a difference, here are 7 critical ways you should consider.
Telling your employees that you are designing a development survey will give a clue that you will make changes. You should cite the reason why you conduct the survey as it might encourage employees to take the survey later on.
Dishonesty in a survey is common. mTab reported that half of the respondents tend to give dishonest responses to any given survey. There are some respondents who would either purposefully or inadvertently fill out a survey with a few mistruths. The reasons are varied, from lining up for a promotion or benefit to being unable to find an accurate answer that reflects their beliefs.
Therefore, to get truthful answers for your development survey, the first thing to do is to make sure that employees can answer honestly without having the fear of losing their good image by giving a negative response. For this reason, you might want to consider providing an anonymous survey to employees. Survey platform like Survey Monkey, Qualtrics Research Gate, SoGoSurvey, or SurveyGizmo will be so helpful in this case.
Second, use the right Likert scale when you provide multiple-choice questions. 5 to 7 scale is the common points to use in a survey as it will also give effective choices for employees. According to researchers, 5 to 7 Likert scales are the best and most effective way to get honest responses from employees.
Do provide questions you really need the answer. Do not ask too many questions as it might result in survey fatigue. If survey fatigue occurs, employees will likely be unable to focus on giving the correct answers.
Since you give survey anonymity, you cannot know who answer and who does not answer your survey. Thus, you are unable to identify those who do not answer and ask for their reason. Hence, extended time to complete the survey might be needed. If the employees still do not answer the survey, you should think about the lowest points of your survey answer. It can be that those who do not answer is actively disengaged, burn out, or unmotivated. Thus, you should provide and act directly.
Lastly, sharing and discussing the survey results are needed to ensure everyone acknowledges that you are making changes towards what you are surveying, providing better career development to employees. The discussion can also be used to get further insight for those who do not answer your survey questions.
Individual Development Survey
Check the column that describes how you feel!
| 1 | 2 | 3 | 4 | 5 | 6 | |
| I am proud to tell others that I work in (Your Company Name) | ||||||
| I believe there are good career opportunities for me at (Your Company Name) | ||||||
| I am pleased with the career advancement opportunities available to me | ||||||
| I would recommend my friend to work in (Your Company Name) | ||||||
| My manager provides me with good training and development | ||||||
| (Your Company Name) has a systematic program that identifies and develop employee skills | ||||||
| (You Company Name) provides opportunities that encourage me to better my services | ||||||
| (Your Company Name) has invested enough for my career development | ||||||
| I receive mentorship from senior employees on career tips | ||||||
| (Your Company Name) has an effective development program |
Write the answer that describes your needs, wants, and situations!
| 1. If you could change one thing at (Your Company Name), what would it be? (For example: Source of career development, time invested, etc.) |
| 2. What are company’s development opportunities you have tried so far? (For example: I use the online free learning platform from X course provided by the company) |
| 3. What do you expect from the company/manager to support your career development? (For example: Give more time for personal development that is of my interest, Invest more in online learning platform, etc.) |
Read also: What TO DO When Employees Don’t Desire Development
