The Survey Process

A well designed entry or exit survey should take no longer than 30 minutes of an individual’s time, and include a mixture of multi-choice and open-ended questions.

To ensure the prompt and accurate reporting of survey information, every individual completing an OPRA survey is sent a comprehensive email with embedded link taking them direct to the survey itself. All instructions on how to complete the survey, its purpose and how the information will be used are outlined clearly, and can be customised for client organisations.

On completion, survey data is compiled into a report and sent to the manager, or individual requesting the report. As an ideal, entry and exit survey data should be collated and reported on a quarterly, half yearly, or yearly basis. Costs for reporting will be dependent on your particular requirements.

The option of a face-to-face or telephone survey is also available. These options are typically conducted by one of our experienced consultants during normal business hours. All completed surveys are held in a secure location with minimal access and not on personal files.

Entry and exit surveys are playing an increasingly vital role in workplace success. The only trouble is, that they can be time consuming to administer and then require the in-house expertise to analyse survey output. Professionally managed, an outsourced entry and exit survey programme will ensure:

  • Greater time for in-house HR and line managers to focus on core business initiatives
  • Greater honesty of reporting by an impartial service provider
  • Higher levels of comfort for employees who tend to feel more relaxed with an independent third-party provider
  • More meaningful data to support process improvements.

Translating survey results into action

Conducting an entry or exit survey is the first step to truly understanding the drivers of staff engagement. A core part of our survey offering includes working with your managers and/or executive team to provide:

  • Feedback and suggested recommendations on the data received
  • Guidance on how to translate survey findings into actions at all levels
  • Easy-to-understand presentations to executive and board staff to explain the impact of data trends and analysis on the organisation’s long term planning
  • Coaching managers to modify their own behaviour while also monitoring the behavioural change in staff
  • Reviewing the extent to which current systems, processes, and policies support the intent of the entry or exit interview

Robust data analysis

One thing that separates our team of psychologists from all other consultants working in the survey space is that we have a strong grounding in robust data analysis techniques. This means that we can uncover the relative priority of different findings made, and ensure you maximise your return-on-investment. This is achieved through:

  • Exploring how the output from entry or exit surveys link to previous surveys
  • Establishing links between survey data and other forms of information gathering – are there any repeatedly occurring themes?
  • Continually evolving the survey process to ensure that any gaps are addressed and whatever worked well in terms of process or design is reflected in other surveys.