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Writing in Business Scene, David Brunick, Vice President of Human Resources at Goodwill Industries of Denver, says that if you plan to start using employee surveys, you had better be ready to also respond to what they have to say.

“Mistrust is one of the quick killers of an employee survey’s success. Your business or nonprofit needs to be up front about the fact that the survey will create results, however slight or grand they may be.”

Brunick then goes on to layout a good list of vital topics to cover that follow the life cycle of an employee:

  1. Why did you decide to work with our organization?
  2. How was your experience in training? Do you feel that you were adequately prepared?
  3. Can you describe your relationship with your manager/the management?
  4. How could you get hurt on the job?
  5. Do you feel you’re able to whistle blow (speak up when someone is behaving in an unethical or dangerous manner)?
  6. Do you plan to be working here next year? Why or why not?
  7. Do you feel that your pay is competitive with similar jobs in the market? / Which benefits that are offered do you appreciate most, and what would you like to see added?

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