Frequently Asked Questions

Is the survey compulsory?

Participation should be encouraged but voluntary. The quality of the results depends on employees feeling free to answer honestly.

Will Council see individual responses?

No. Results are reported in aggregate form and reporting rules are applied to reduce identification risk.

Why are demographic questions included?

Demographic and work area questions help identify whether employee experience differs across groups. They support targeted action, but results are only reported where sample-size rules allow.

Can Council add custom questions?

Custom questions can be considered where there is a clear purpose. The standard question set should remain intact where Council wants comparable results and eligibility for recognition or benchmarking.

What happens after the survey closes?

Responses are cleaned, scored and reported. Council receives results and should then communicate the headline findings, identify priorities and develop an action plan.

What if results are negative?

Negative results are not a failure. They are useful evidence. The important test is whether Council communicates honestly, understands the drivers and acts on a focused set of priorities.

Should managers receive their own team reports?

Only where reporting rules allow and where results can be interpreted responsibly. Small teams may need to be grouped to protect confidentiality.

How often should the survey be run?

The annual survey is the deep diagnostic. Between annual survey cycles, councils can use pulse checks or targeted micro-surveys, but only where there is a clear purpose and capacity to respond.