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Administering Surveys

To get more accurate and representative information about the organization’s employees, the team may want to ensure a few things:

  • Ensure confidentiality
    Some survey characteristics which help increase honesty include making the surveys voluntary and administering them anonymously so that no employee names can be associated with responses. Provide a convenient place or multiple places to have employees turn in their surveys.
  • Aim for widespread participation
    This could be helped by making participation convenient (e.g., adding the survey onto an existing meeting), having management encourage employee participation; limiting the survey length; and heavy marketing and frequent communication about when and how to complete the survey.
  • Consider providing incentives
    This could increase willingness for participation and show management’s interest in the particular survey and upcoming program. Incentives can range from small monetary amounts, public recognition for participation, food/snacks, paid time to complete the survey, etc.
  • Adhere to Ethics Guidelines

Some workplaces may already conduct a periodic health assessment (e.g., physical measurement of height, weight, blood pressure, blood lipids or other biometrics) and a Health Risk Appraisal (HRA) which provides a self-report of health behaviors.

HRA’s provide information regarding health status, health behaviors, and use of preventive services. If information systems allow the preparation of a summary report of those findings from the health assessment and HRA, then this component of the workplace health assessment is already completed.

In many workplaces, the workplace health program vendor, occupational health nurse or wellness coordinator, can provide an aggregated summary of findings in a way that no individual can be identified.

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