How surveys can support transformation and change in organisations

Organisational transformation and change programmes are essential for businesses striving to remain competitive, but navigating these changes effectively can be challenging, especially when it comes to managing the people element. Surveys are a powerful tool that organisations can use to support their change initiatives, providing actionable insights and fostering engagement. In this post we explore how surveys can play a crucial role in driving successful transformation and change.

Why change efforts often fail

Despite the best intentions, many organisational change initiatives fall short of their goals. Common reasons for failure include:

  1. Lack of Clear Vision and Leadership Without a compelling vision and strong leadership to champion the change, employees can feel uncertain or unmotivated to commit.
  2. Insufficient Communication Failing to communicate the reasons for change, its benefits, and progress can lead to confusion and resistance.
  3. Employee Resistance Resistance to change often arises when employees fear the unknown, lack trust in leadership, or feel excluded from the process.
  4. Inadequate Resources and Support Change efforts often falter when organisations underestimate the resources—time, budget, and personnel—required to execute them effectively.
  5. Failure to Monitor and Adjust A lack of ongoing measurement and flexibility can result in initiatives becoming misaligned with organisational needs or employee sentiment.

Surveys can address many of these issues by providing actionable insights, creating a feedback loop, and helping to refine strategies in real-time.

The role of surveys in transformation and change programmes

Surveys provide a structured method for gathering feedback, opinions, and data from employees and stakeholders. When used strategically during a transformation or change programme, they can:

  • Gauge readiness for change: Identify whether employees feel prepared and equipped to adapt to the proposed changes.
  • Pinpoint challenges: Highlight barriers, concerns, or resistance that may hinder the programme’s success.
  • Track progress: Measure how perceptions, attitudes, and engagement levels evolve throughout the change process.
  • Support communication: Ensure employees feel heard and that their input is valued, fostering trust and transparency.

Types of surveys for transformation and change initiatives

Different types of surveys can be deployed at various stages of a change programme to achieve specific objectives:

1. Change Readiness Surveys

These are conducted at the early stages of a programme to assess the organisation’s readiness for change. Key areas to explore include:

  • Awareness and understanding of the need for change.
  • Confidence in leadership to drive the change.
  • Perceived ability to adapt to new processes or roles.

2. Pulse Surveys

Short and frequent, pulse surveys help track employee sentiment and engagement in real-time. They are particularly useful for monitoring the impact of change initiatives as they unfold.

3. Feedback and Engagement Surveys

These surveys focus on understanding how employees feel about the change process and their level of engagement. Questions might explore clarity of communication, support from leadership, and alignment with organisational goals.

4. Post-Implementation Surveys

After the change programme concludes, these surveys assess its impact and identify areas for improvement. Insights can inform future initiatives, ensuring continuous improvement.

Aligning surveys with change models and frameworks

Surveys can be effectively aligned with established change management models to provide structure and enhance their impact. Below are some widely recognised frameworks and how surveys can fit into them:

1. Kotter’s 8-Step Change Model

Kotter’s 8-step change model provides a clear roadmap for leading change:

Create a sense of urgency: Use surveys to assess employees’ understanding of the need for change.

Build a guiding coalition: Gather input on trust and confidence in leadership.

Develop a vision and strategy: Use surveys to test whether the vision resonates with employees.

Communicate the vision: Track communication effectiveness through pulse surveys.

Remove obstacles: Identify barriers to change through feedback surveys.

Generate short-term wins: Measure employee satisfaction with early successes.

Consolidate gains: Monitor engagement as the change becomes embedded.

Anchor changes in culture: Use post-implementation surveys to ensure new behaviours are sustained.

Transformation and change

2. The ADKAR Model

The ADKAR model focuses on five building blocks of change:

transformation and change

Awareness: Use surveys to determine if employees understand the need for change.

Desire: Gauge willingness and motivation to support the change.

Knowledge: Assess whether employees feel they have the skills and information required.

Ability: Identify gaps in resources or training through targeted surveys.

Reinforcement: Track long-term adoption and satisfaction post-implementation.

Benefits of using surveys during transformation and change programmes

Surveys offer numerous advantages for organisations undergoing transformation:

1. Improved Decision-Making

Data gathered from surveys enables leaders to make informed decisions based on employee feedback. This ensures that strategies are grounded in real insights rather than assumptions.

2. Enhanced Employee Engagement

Involving employees in the change process through surveys demonstrates that their voices matter. This sense of inclusion can boost morale and commitment.

3. Early Identification of Issues

Surveys can uncover potential roadblocks or sources of resistance early, allowing organisations to address them proactively.

4. Better Communication

By soliciting feedback, organisations create a two-way dialogue with employees, ensuring clearer and more effective communication throughout the change process.

5. Measuring Success

Surveys provide a way to evaluate the effectiveness of change programmes, offering metrics and qualitative feedback to assess whether objectives were achieved.

Best practices for designing transformation and change surveys

To maximise the value of surveys during organisational change, follow these best practices:

1. Define Clear Objectives

Understand what you aim to achieve with the survey. Are you assessing readiness, tracking progress, or measuring outcomes?

2. Keep Surveys Short and Focused

Lengthy surveys can lead to fatigue and lower response rates. Focus on key questions that will yield actionable insights.

3. Ensure Anonymity and Confidentiality

Employees are more likely to provide honest feedback if they trust their responses will remain anonymous.

4. Use a Mix of Question Types

Incorporate both closed-ended (e.g., multiple-choice or rating scales) and open-ended questions to gather quantitative and qualitative data.

5. Communicate Results and Actions

Share survey findings with employees and outline how their feedback will shape the change programme. This reinforces trust and transparency.

6. Regularly Review and Adapt Surveys

As the programme progresses, adapt your surveys to reflect evolving priorities and gather relevant insights.

Example transformation and change survey questions

Here are some sample questions that organisations can include in their surveys:

Change Readiness Survey Questions

  • How well do you understand the reasons for this change?
  • Do you feel confident in your ability to adapt to the new processes or systems?
  • What concerns do you have about the upcoming changes?

Pulse Survey Questions

  • On a scale of 1 to 10, how engaged do you feel with the change initiative?
  • Do you feel that your feedback is being considered during the change process?
  • Are you receiving the support you need to navigate the changes?

Post-Implementation Survey Questions

  • How satisfied are you with the outcomes of the change programme?
  • What improvements could be made to similar initiatives in the future?
  • Has the change positively impacted your role or team?

In conclusion

Surveys are a vital component of successful transformation and change programmes. They provide a direct line to employee sentiment, enabling organisations to navigate challenges, foster engagement, and achieve their objectives. By using surveys strategically, aligning them with proven change models, and adhering to best practices, organisations can ensure that their change initiatives are not only well-informed but also supported by the people who make them possible.