Articles

Employee attitude surveys have been conducted for many years by most organizations with proactive human resource functions. Unfortunately, the reactive nature of these surveys, the fact that respondents are anonymous, and the (usually) annual survey implementation makes it difficult to use survey results in a timely, targeted manner. Similarly, the linkage between attitudes and action is not always obvious - survey results may indicate an attitude issue that is unlikely to lead to negative employee actions, or understate the depth of feeling (and thus the probability of action) employees have about some issue.

Joseph Fiorelli and his colleagues, in "The Organization Health Report: An HR Metric to Mobilize Executives into Action," describe the development and use of a index that takes into account attitude survey data, but also includes other indicators of the state...