Safety Perception Survey

Five questions to ask before conducting a Safety Perception Survey.

Aside from acknowledging that safety surveys are not created equal, be sure you know how you'll use the results.

1. Will the survey compare the differences in perceptions and opinions between management and front-line employees?
   If you're going to gauge the overall health of your organization's safety culture, it's imperative to include everyone's perspective. Identifying the gaps and disconnects by group to group will not only spark organization-wide dialog, it will also establish a set of priorities. If your hunch is that hourly employees and management are headed in two different directions, you may be right. But just think how easier it'll be to plan for change when you have statistical proof.
2. How valid are the findings going to be?
   Remember: don't end up with more questions than before you conducted a formal assessment. If you're going to spend time and money to implement a gathering input, make sure the results will bring clarity on the issues that are proven to have the most impact on your culture. Is the survey looking through the big picture? What will the results tell me? How were the questions identified? What are they based on? Most important, how will this help our organization move from Point A to Point B?
3. Why can't I simply sample certain parts of my company and do it myself?
   Each organization has its specific objectives to fulfill, but there's a reason to use an unbiased, objective third-party that will stand by its results. And if you're truly looking for an instrument to drive a "culture change initiative," be leery about a representative sampling. One of the prerequisites of an arcing approach is to actually enlist involvement and participation as a way to kick-start some Big Changes. Survey everyone. While a 100% participation rate is not always possible, the invitation sends a strong message that everyone's opinion matters equally.
4. How will our "culture reading" compare to other companies?
   If the survey methodology has been around for years, ask your vendor if you can compare your data with a pool of all the other past companies. Years of validation and success stories aside, you should be able to see your organization's results alongside other companies. This dose of reality can be the shot-in-the-arm you're looking for. Or it can be the not-so-great news everyone's been afraid to acknowledge. Either way, celebrate reality!
5. Let's say we get the results. Then what?
   What do the numbers really mean and what can I do with them? Ask what's in store when it comes time to chart next steps and build on strengths and overcome weaknesses. Could there be a phased approach for establishing a follow-up or continuous improvement strategy? Remember to map your objectives to potential outcomes. Draft a plan to put the perceptions to work. Anything different will be seen as another fleeting flavor of the month. And one more thing: find a safety-culture specialist who will add value long after the last questionnaire is tabulated