5 Factors To Make Your Questionaires, Surveys and Checklist Effective : Number 5 is a game changer

Let's begin our sense making series with data collection tools which are typically split between quantitative and qualitative data collection.


To be a great data collector, let's explore into tool #1 which is quantitative in nature and is one of the simplest way to gather data. Factor #5 can be a game changer!

Questionnaires, surveys and checklists are a good way to gather data in a non-threatening way and especially great in a non-face 2 face method.

To make effective Questionnaires, surveys and checklists, you will need to take the 5 factors into consideration :

Factor 1: Open Or Close


It takes your respondents a lot of time and effort to answer open ended questions. The rule of thumb for such questions would be kept to 2-3 per survey or questionnaire.


Example of open ended questions:

  • 3 things that you consider before purchasing..

  • How would you handle conflicts?

  • What would you do in such a situation?

Building your questionnaire, survey and checklist with closed-ended questions can help with the ease of respondents completing the survey.


Example of closed-ended questions :

  • Rate our customer service level ( 1 - Not Good , 5 - Excellent)

  • The program met your expectations (yes/No)

  • The initiative for change is beneficial for the organization ( Strongly Disagree to Strongly Agree)

Factor 2: Neutrality In Questions


Stop leading questions which suggests a underwritten opinion or what we call a "loaded question". The usage of this questions may cause the result to be void.


Example of leading questions :

  • Do you have any problems with your boss? (Yes/No) - How would you describe your relationship with your boss?

  • Where do you normally hang out after work? - makes a respondent feel like they have been selected for the survey because they look like they hang out

  • Do you think that we have fantastic employee engagement?

Start shifting your question to reflect a neutral standpoint to prevent any backlash from respondents.


Factor 3: Determine Rating Scale


A rating scale is a tool used for assessing the performance of tasks, skill levels, procedures, processes, qualities, quantities, or end products, such as reports, drawings, and computer programs. These are judged at a defined level within a stated range. Rating scales are similar to checklists except that they indicate the degree of accomplishment rather than just yes or no.


A great resource for you : https://hr-survey.com/PfRatingScales.htm







Factor 4: Keep To Single Item


A common culprit in design of questions is the double barrel or double direct question. It’s a question that asks about more two or more issues but leaves room for just a single answer. Basically, whenever you force people to answer two questions (disguised as one) with a single answer, you’re asking a double barreled question.


This leads to inaccuracies in your result as you do not know if a answer "yes' is yes to both or only one.


Examples of Double Barreled Questions :

  • How well do you get along with your team members and supervisors?

  • How satisfied are you with Alvigor service and facilitation?

  • How happy are you with the work culture and compensation?

  • What you can do is to split each question into 2 separate questions.

  • How well do you get along with your team members?

  • How well do you get along with your supervisors?

Factor 5: Have A Variety Of Questions

Eating the same food for the next 365 days for 3 meals daily, what would that give rise to? Boredom, Disinterest, Annoyance?The same goes for survey questions especially when the question seem too similar to one another.


Bad Example :


1) How well do you get along with your team members? 2) How well do you get along with your team lead? 3) How well do you get along with your supervisors?


Good Example :

1) How well do you get along with your team members? 2) How would you rate your relationship with your team lead? 3) Describe your supervisor's style of managing.


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