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Employee Surveys                                                                                               Self-Serving Link

Experience. Quality. Professional.  We provide personalized assistance.

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Multinational Employee Surveys

Meeting the needs of large companies who are located in many places around the world



Multilingual Employee Surveys

Providing surveys in over 100 languages on-line and on paper



360° Multi-rater Surveys

Collecting feedback from all perspectives and displaying ‘gaps’ from all positions



Engagement Surveys

Focusing on the employees’ involvement and commitment to their jobs






Survey Design Consultants Inc. (SDC) | Pacific Palisades, CA  ...








Custom Designed Employee Surveys


















Founded in 1994 by Dr. Daniel Schag who has a doctorate in Social Psychology from the University of California.  Has conducted employee surveys for several Fortune 100 companies and managed all facets of the process from design, to data collection, to data analysis and reporting, as well as, communication of results to small and large groups, including one-on-one discussions with C.E.O.s.



We design a custom employee survey based on your needs.  We help you create questions that will maximize our ability to collect valid and reliable data that can be applied to your labor situation.  While some questions are ‘industry standards,’ we expend a good deal of effort to identify a number of questions that pinpoint pressure point(s) in your organization.  This is achieved first by understanding your issues and then formulating a question that is phrased in the exact terms that everyone in your organization will understand.


Employee Surveys that will help you benchmark morale, communication...

We create a system of metrics that serve multiple purposes: establishing a baseline against future change can be gauged, comparison between units (departments, managers, facilities, etc.) or form a basis for determining merit or performance standards.  However, creating proper metrics can be challenging indeed and typically involve several best practices: 1) the numerical ratings have continuous properties (to create averages or indices, for example), 2) display certain psychometric properties, like a reasonable standard deviation as well as no ceiling effects, and 3) display somewhat predictable properties yet be enlightening at the same time, e.g., employees who like their managers tend to self-report they will remain with the company—but how many like their managers and how strong is the correlation?


Case Studies

Clash of Cultures

A very large, American oil company successfully negotiated the purchase of a Canadian oil company.  In the eyes of the American company, it was an acquisition but many Canadians thought of it more like a merger where sops would be evaluated and best practices selected.  The long standing, entrenched cultures were very different: the Canadians had a long history of wildcatting while the Americans were careful, even bureaucratic in their decision making.  I was called in at the point of one of the first loggerheads: whose accounting system to use.  The Canadians, of course, liked theirs because it enabled quick decisions and minimal approvals.  The American system rigid and lengthy but was quickly adopted.  This was interpreted by many as indicating that a) no comparative evaluation was ever planned, b) they were lied to, and c) the strength of the Canadian company (nimbleness and initiative) was going to be lost.  It was a long time before the Canadians used the American accounting system.