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Employee Attitude Survey

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Surveys and Assessments for Employee attitude survey

Attitude is what employee feels inside him about his job, his income, his responsibilities, his employer and the company. It is possible that an employee has a bad behaviour but his performance won’t be affected if he has good attitude where on the other hand, if employee’s attitude is wrong towards his employer and company, it will definitely affect his behaviour, performance and skills in workplace.The employee attitude survey is a management tool business owners or managers use to learn about the views and opinions of their employees on issues pertaining to the company and their role within the organisation. Employee attitude surveys provide information on the sources of morale and guides management on how best to motivate employees, stimulate dialogues, promote commitment, and improve job satisfaction. They also enable the company to respond promptly to changes in the workforce

Need for these surveys arise when it is observed that employees:

  • Do not feel connected to the organization
  • Lack sense of ownership and responsibility towards the given job
  • Lack of acceptance towards initiatives taken by the management
  • Depict trust issues
  • Have higher attrition rate
  • Depict lack of acceptance towards initiatives taken by the management

These surveys help you identify

  • Key drivers of your employee engagement
  • Factors because of which employees get demotivated
  • Best practices within departments and cross-functional teams
  • Extent of role clarity among employees
  • Genuine feedback for the management, systems and processes
  • Impact of current programs, policies and procedures on employees

Post assessment data analysis help you

  • Set benchmarks across departments and levels
  • Create yearly engagement plans
  • Promote key drivers of employee engagements
  • Resolve issues which demotivate and disconnect employees
  • Take areas of opportunities from employee’s feedback and develop an improvement plan on it.

End benefit

  • Higher acceptability and ownership factor among employees
  • Higher trust among employees at different levels
  • Transparency and better communication at all levels
  • Lower attrition rate
  • Less efforts in setting and sharing expectations
  • An opportunity for an organization to strengthen its systems and procedures
  • Reflection on the current status of organization’s internal health

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