Employee Sentiment and Opinion, Employee Engagement SurveyConsiderations when planning a survey for your organizational staff Survey questions we provide for you to choose Customer Engagement Surveys Questions to choose from for a customer survey Gauge what is important to your key customers and identify how you may serve them better to gain loyalty and promotion.
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Tue 07 Feb 2012
Executive Interviews

executive_interviews

For executive members of staff and key decision makers, we conduct executive interviews for their opinions on service levels provided by our clients.

In Asia where relationships between key clients and vendors are kept to the positive, it can be hard to express opinions or issues with suppliers for fear of jeopardising the business relationship1. Acting as a neutral intermediary and offering total anonymity, we provide a channel for issues to be objectively raised, thereby providing convenience and useful feedback for our clients.

As senior members of staff and key decision makers, they receive a consolidated view of information from their respective organisations that shapes their decision making process. Our consultants engage them in conversation enquiries that measure their satisfaction levels, but also provide latitude in discussing issues off-topic - leading to more breadth in information.

 

1 - Extracted from Wikipedia: Guanxi describes the basic dynamic in personalized networks of influence, and is a central idea in Chinese society. Closely related concepts include that of ganqing, a measure which reflects the depth of feeling within an interpersonal relationship, renqing, the moral obligation to maintain the relationship, and the idea of "face", meaning social status, propriety, prestige, or more realistically a combination of all three.



Executive Interviews

Our executive interviews are single-consultant interviews conducted after a thorough process of understanding our client’s businesses and relationships with their clients. These interviews may range from conversations where notes are taken, or participants are talked through a pre-designed questionnaire and responses are scored by the consultant.

By using a single consultant to rate the scores on behalf of the participants, we mitigate errors that emerge when there are differences between participants’ opinions of a score. For example, on a 10-point scale, when rating a positive sentiment of "very good", one participant may rate a score of 10 while another may rate no higher than 8 (known as interpretive errors). This effect is more pronounced in small sample sizes.