Overview > Survey Options > Survey Reports > Starting and Planning your Survey > After the Survey is Over


WDI’s dynamic survey report capability enables you to instantly view and print, in real-time, customized survey reports by any demographic group or combination you want. In the demographic section of the survey employees answer questions about themselves such as: Age, Sex, Race, Length of Service, Shift, Position Category, Department/Work Unit etc.


This section of the survey produces three survey reports that enable you to compare survey results by any demographic category to your own organization and to industry norms. It is a very precise measure of employee satisfaction that is easily understood by employees and easily used by management as a tool to measure improvement in employee attitude and morale over time. Employee attitude is measured from YES, NO & UNDECIDED responses to thirty core questions that measure satisfaction with the following key aspects of work. In addition, you can add custom survey questions to address specific issues unique to your organization.

Advancement Benefits Due Process Input
Job Security Job Satisfaction Loyalty Pay
Sr. Management Supervision Teamwork Work Environment



This option identifies six predominate work values that represent levels of psychological existence. Employees have different reasons for working and these differences go to the heart of what they value in work. These work values influence their job related needs and thus directly affect employee morale. The distribution of these work values is unique to each organization. That is why what works for one organization may not work for another. Knowing the unique distribution of your employee work values by department and for the entire organization is critical in knowing what employee relations strategies will or will not work.

Here are some of the insights you can expect from including this option in your survey:

  • Most effective method of providing merit increases that will increase satisfaction with pay;
  • Most effective type and method of employee communications that will build trust in senior management;
  • Most effective system for evaluating employee performance that will minimize complaints and maximize performance;
  • Best methods to assure employee acceptance of decisions affecting them;
  • Best techniques for increasing employee satisfaction with existing benefit plans;
  • Most effective style of supervision that will increase employee perceptions of management;


The reasons employees stay in their current jobs is different for each organization. By knowing the top five reasons your employees stay, you are able to reinforce the “right reasons” for staying and avoid spending time or money on the “wrong reasons”. When taking the survey, your employees choose from a list of many different reasons and from these they rank order the top five. These choices represent both internal/controllable and external/uncontrollable factors listed under the following categories:

Job Related Reasons Developmental/Professional Reasons Supervisory Reasons
Career Reasons Financial Reasons Family Reasons
Residency Reasons Social Reasons Change Reasons
Organizational Reasons



Because the WDI survey is totally anonymous, employees are candid about their future employment intentions. By selecting this survey option you will gain valuable recruitment and retention information that can be used to significantly reduce employee turnover . Here is what you will learn:

  • Intention to stay until retirement;
  • Intention to leave prior to retirement;
  • Preference for full-time versus part-time employment status;
  • Additional years planning to work at your organization;
  • Seriously considered leaving in the last six months;

Depending on your particular survey results, you may be surprised when you realize the magnitude of your projected recruitment needs. Having this information today will help you minimize recruitment and staffing problems tomorrow.


In this survey option, employees who had indicated that in the last six months they had seriously considered leaving are asked why. They select from different reasons and then rank order the top three reasons. Knowing in advance by work unit and demographic the number and percentage of employees considering leaving and why, places you in a strategic position to prevent turnover before it occurs. The variety of different reasons for leaving are broken down into the following categories:

Development/Professional Related Reasons Supervisory Related Reasons
Job Stress Related Reasons Career Related Reasons
Compensation Related Reasons External Related Reasons
Organizational Related Reasons Job Related Reasons



This option allows employees to provide written comments. Employee written comments are provided by departmental or work unit breakdown and are not linked to any other demographic category. Written comments can provide insight into current and specific issues affecting employee morale.


Whether you are a union or non-union organization, if you include in the survey a demographic category listing of National Labor Relations Board bargaining/voting unit positions, the survey will provide a very precise measure of vulnerability to unionization and/or a precise measure of labor relations effectiveness.

Overview > Survey Options > Survey Reports > Starting and Planning your Survey > After the Survey is Over