So What can We do to Optimise Your Survey?

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  4. So What can We do to Optimise Your Survey?

The above list does not negate the utility of cultural surveys especially and specifically if the following steps are taken (as they have with the GSI indexes):

  • Ensure the scoring is not done using averages but identifies the relative relationship between a positive and negative perception
  • Apply performance drivers to provide more insight and direction of potential actions
  • Use filters to check if demographic variables are relevant
  • Carefully word each item to ensure the potential for ambiguity is removed/minimised
  • Allow free text response so responders can clarify their responses and elaborate when necessary
  • Allow custom questions to provide a degree of organisation-specific context to the survey
  • Use pre-communications to provide context for the survey, its intentions, its anonymity, its value to each individual, the process, and how it will be used
  • Ensure you follow up and do what you said you were going to do with communicating the results and taking required remedial actions
  • Ensure it is not a ‘one-off’ but is done consistently (reinforce this is not just the latest management ‘fad’)
  • Ensure the survey is not used in isolation but is supported by a holistic process to obtain feedback, e.g. monitoring of artifacts, focus groups, interviews, audit/incident reports
  • Use other lead indicators, controls and data to better understand risk factors, e.g. critical leadership controls