Online surveys are particularly useful when targeting a clearly defined population, especially when that population is large or when anonymity is an issue. As well as being low-cost, they are relatively quick and simple to administer and allow for the collection and analysis of complex information.

The V-M Group has extensive experience in the design and development of online surveys and, whatever your needs, will provide the best solution to accurately address your survey goals. Whether you need to measure employee engagement, leadership effectiveness, staff learning needs or client satisfaction, we will create a tailor-made instrument for the collection, analysis and presentation of data in a meaningful and useful format. If you would like to learn more about your customers or clients, your employees and their perceptions, your management structure or the effectiveness of a policy or programmatic change,
contact The V-M Group today for a free quote.

• Market research
• Customer perception research
• Measuring external & internal client satisfaction
• Training needs analysis
• Training program evaluation
• Project outcomes evaluation
• Evaluating change management input
• Any other type of data collection and presentation
• 360° Feedback Survey

Standalone surveys

Stand-alone surveys tend to be a once-only application for gathering information, for example, about employee opinions, customer satisfaction, staff learning needs or for one-off training program evaluations.

View a sample survey
View sample survey results

Program-linked surveys

The V-M Group also creates surveys that link with learning programs, for example, a pre-program learning needs survey and a post-program evaluation.

The 360° feedback survey

Many of our clients request the use of a 360° feedback survey, as a separate feature or to complement staff training and development programs. 360° feedback is a process whereby a participant is evaluated by fellow staff members or their manager or other colleagues. The feedback is usually anonymous, with results aggregated and average scores and feedback, both quantitative and qualitative, provided to the participant.

True 360° feedback involves feedback from four different constituents of the person being evaluated. Typically, for a manager, the people who will evaluate them include their staff (90°), their peers (90°), their manager (90°) and a small sample of their clients (90°) = 360°. A more popular approach to gaining feedback for managers is simply from staff who report to them and perhaps their manager. Less frequently, the 360° feedback extends to peers or even clients. However this is the ideal situation.

360° Feedback Survey – a typical scenario

The brief from our client is to deliver management development training for 15 staff members. The program contains six one-day workshops, one per month spanning a six month period. The client requests a pre-program evaluation to gauge current skill levels and identify learning needs for each manager prior to program commencement. In addition, the client asks for a 360° feedback assessment with selected colleagues of each manager. This feedback from multiple colleagues (‘observers’) will be invaluable to participants prior to the commencement of training. It also assists the client in calculating the return on their training investment.

As well as the pre-program assessment and learning needs survey, the client also requires an interim progress evaluation at the midway point of the program to see how each participant is progressing and to assess training effectiveness. Similarly, at the completion of the program, and again after six months, each participant is to receive a post-program survey to evaluate its effectiveness and also to assess their subsequent levels of knowledge and competence.

The client is also keen to conduct another 360° feedback assessment by the same colleagues who provided input before the training intervention. A comparison between the pre- and post-program results provides the client with a concrete measure of the progress made as a result of training investment.

Finally, the client wants to see comparisons between the following:

• the participant’s own personal pre-program assessment results and the averages of their observers (colleagues and/or staff);
• the Participant’s own personal post-program assessment results and the averages of their Observers (colleagues and/or staff);
• the participant’s own personal pre-program assessment and the post-program assessment results, to see how the participant evaluated their own progress or improvements as a result of the program; and
• the observer’s (colleagues and/or staff) pre-program assessment results and the post-program assessment results, to see how the observers evaluated changes in the participant as a result of the program

The 360° feedback process

For the 360° feedback process there are two surveys created: one for the participant and one for observers. Both these surveys ideally link to the same program but can be deployed as ‘stand-alone’ evaluations. Usually questions in the participant survey directly relate to questions in the observers’ survey to enable comparison of results as identified above.

• Once the surveys have been created, the participant survey is sent out either directly to the 15 program participants or to a client sponsor who then forwards the link to participants.


• When the participants receive the survey, they do two things: 1) complete the pre-program learning needs survey and assessment for themselves; and 2) each identify up to 15 other observers that they nominate to provide feedback about their current behaviours, actions, practices or attitudes. All that participants need to do is provide the e-mail addresses of the observers identified for this activity.



• The observers receive the observer’s version of the assessment/survey and complete both qualitative and quantitative questions. Each observer has the option of providing their name and therefore being identified with their assessment response. Both sets of results are then collated by the survey system.



• Copies of the assessment reports are then forwarded directly to the participants themselves, the client sponsor and to any other stakeholders such as the program facilitator.



• An aggregated report showing consolidated results of both the participant’s input and that of the observers is then forwarded to the participant prior to program commencement. This is invaluable in identifying the participant’s strengths and areas for further development.



• A consolidated report of this type is also sent directly to the program facilitator and the client sponsor.
  
  
• After the program, a post-program evaluation is sent automatically to participants to evaluate the effectiveness of the learning program. A copy of the results of the post-program evaluation from all program participants is consolidated and sent directly to the client sponsor. An updated consolidated report is sent each time a participant submits their evaluation.



• Three months after the program, a second post-program evaluation that focuses on behaviour change can then be sent. At this point, another 360° feedback survey can also be sent out, not only to program participants, but also to the observers who completed the pre-program assessment. Once again, their feedback can be consolidated into a single report and copies sent to the participant, the client sponsor and the program facilitator. A copy can also be sent to a V-M Group Program Coordinator or Director.



• This consolidated report can show ratings of ‘before’ and ‘after’ performance and include qualitative comments on observed changes in behaviour and performance

Customisation

Non-standard surveys, including 360° feedback and before and after comparisons, can also be provided on a fee for service basis. Tell us your survey goals and preferences and we will provide a highly cost-effective solution to meet your specific needs.

Please contact us for a quote or more information on our Surveys