In the planning stage, Burke works closely with each client to understand and define the goals and objectives of the measurement program. Our philosophy and standard practice is to fully partner with our clients, as such we set up a team structure which includes key Burke employees and key organization members. We will develop a detailed project plan, identify key project milestones, deliverables and dates, as well as document roles and responsibilities for key team members. Burke’s approach to interacting with our clients during the course of a project is focused on keeping our clients informed and aware of the progress of their studies, and alerting our clients to any potential problems or roadblocks before they are actually encountered. We provide regular status updates on the progress of the project.

Our goal is to make sure the survey best meets each client's needs. Typically, Burke begins its survey design work with qualitative research to uncover employee needs, expectations and requirements. We recommend the inclusion of both employees and managers in the survey design phase. Including employees will insure that the appropriate questions have been included and that potentially “hot” issues have not been omitted. Including managers will help to insure they will receive meaningful information from the survey results. Inclusion will also ensure they understand the usefulness of the survey process rather than view it as a threat. The managers will then be more likely to encourage their employees to participate in the survey process. The survey results will serve as a management tool for making positive and constructive changes.

We will design a process to collect qualitative data from a representative sample of your employees and use structured focus group and interview techniques to collect this data.

There are four primary options:

1. Electronic delivery (Internet)
2. Phone survey with IVR (Interactive Voice Response)
3. Paper survey with scannable response sheet
4. Paper survey with on-site administration

We work with each client to identify the most appropriate administration method. The primary administration considerations in selecting a survey delivery format are:

• Achieving a meaningful response rate
• Achieving a representative sample of respondents
• Timeliness of administration and reporting of results
• Costs
• Ease and convenience on the part of the participants

Burke’s state-of-the-art analytic and reporting techniques will provide your organization with clear, actionable results reports. Use of Burke’s Digital Dashboard® online reporting solution can make results reporting faster and more flexible, giving managers dynamic real-time access to survey information for better data-driven decision making. A report may be comprised of any combination of the following components:

• Survey Item Ratings
• Index results such as the Employee Engagement Index(EEI):
• Leverage Analysis: Statistically measure and quantify the "key drivers" of employee satisfaction/engagement based on the association between each item and the index.
• Issue Prioritization Matrix
• Benchmark Norm Comparisons
• Trend Analysis: Comparison of results over time.
• Sub-Group Comparisons: Comparisons across demographic variables as appropriate
• Open-ended comments (i.e., verbatims)
• Links to customer and other organizational metrics (as available)

Burke conducts an annual Workforce Perspectives™ Survey of the North American workforce. We can compare your survey results with our normative data results. This additional information will help you understand how your employees’ perceptions compare to others.

Recent highlights of our Workforce Perspectives™ results show:

• 71% of employees are satisfied with their jobs
• Approximately half of the employees plan to stay with their current employer for 5+ years
• 9% of employees plan to leave in less than one year
• 54% have confidence in their organization’s top leaders
• 71% are satisfied with their manager
• Only 10% believe the stress level of their job is unmanageable
• 59% are satisfied with their benefits package
• 55% believe they are being paid equitably relative to similar jobs in other organizations

Implementation of positive change, as a result of the survey process, is the most visible way to show employees that their opinions matter. Our research shows that when employees see change from the survey, they are more likely to feel positive about the organization, their manager, their job and their customers.

Successful change implementation involves:

• Having a detailed and integrated transition plan
• Setting appropriate expectations regarding timelines and the change itself
• Identifying any potential resistance and other implementation implications
• Implementing a monitoring system to help ensure solutions deliver desired outcomes