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TEN TIPS FOR QUESTIONNAIRES ON EMPLOYEE MOTIVATION

1. What is the 'primary aim' of your company? Your employees may be more motivated if they

understand the primary aim of your business. Ask questions to establish how clear they are about

your company's principles, priorities and mission.

2. What obstacles stop employees performing to best effect? Questionnaires on employee

motivation should include questions about what employees are tolerating in their work and home

lives. The company can eliminate practices that zap motivation.

3. What really motivates your staff? It is often assumed that all people are motivated by the samethings. Actually we are motivated by a whole range of factors. Include questions to elicit what

really motivates employees, including learning about their values. Are they motivated by

financial rewards, status, praise and acknowledgment, competition, job security, public

recognition, fear, perfectionism, results?

4. Do employees feel empowered? Do your employees feel they have job descriptions that give

them some autonomy and allow them to find their own solutions or are they given a list of tasks

to perform and simply told what to do?

5. Are there any recent changes in the company that might have affected motivation? If your

company has made redundancies, imposed a recruitment freeze or lost a number of key people

this will have an effect on motivation. Collect information from employees about their fears,

thoughts and concerns relating to these events. Even if they are unfounded, treat them with

respect and honesty.

6. What are the patterns of motivation in your company? Who is most motivated and why? What

lessons can you learn from patches of high and low motivation in your company?

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7. Are employee goals and company goals aligned? First, the company needs to establish how it

wants individuals to spend their time based on what is most valuable. Secondly this needs to

be compared with how individuals actually spend their time. You may find employees are highly

motivated but about the "wrong" priorities.

8. How do employees feel about the company? Do they feel safe, loyal, valued and taken care

of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would

improve their loyalty and commitment.

9. How involved are employees in company development? Do they feel listened to and heard?

Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there

regular opportunities for them to give feedback?

10. Is the company's internal image consistent with its external one? Your company may present

itself to the world as the 'caring airline', 'the forward thinking technology company' or the

'family hotel chain'. Your employees would have been influenced, and their expectations set, to

this image when they joined your company. If you do not mirror this image within your company

in the way you treat employees you may notice motivation problems. Find out what the disparity

is between the employees image of the company from the outside and from the inside.