After the survey
Frequently Asked Questions (FAQs):
Please email or call us if there is anything at all you’d like to discuss that you’ve not found the answer to within these FAQ pages. Birdsong’s Emma Howard leads on the Hospice Survey project and her details are here:
office phone 01858 525258
The main output of the survey process, included in the core cost of your survey, is a graphical Overall Results report comparing your hospice’s responses with the All Hospices benchmark for the current year. The All Hospices benchmark is derived from the combined responses of all the hospices taking part in this year’s survey. The benchmark provided in your report will include just staff, just volunteers or both (reported together or separately), depending on which groups you include in your survey. You can find out more about Birdsong’s benchmarking here.
The Overall Results report also highlights your hospice’s top and bottom performance areas, giving you an ‘at-a-glance’ view of your best and worst areas of staff satisfaction. You will also receive an overall engagement indicator as part of the survey headlines section of your report.
If you are taking part in the main Hospice Survey, we will be sending your survey reports to you by Friday 23rd of July 2021 at the latest. It is beneficial if you prepare a plan in advance about when and how you will share and circulate the survey results. The FAQs below may help you with this.
Otherwise, we will produce the reports as soon as possible following the close of your survey. We will keep you updated about your specific reporting dates during the process.
Birdsong provides you with clear graphical reports and each section of the report contains a brief description of what you are looking at. Of course, we are always on hand to help you interpret these if you need.
We are able to produce Previous Years Comparison reports at any later stage, as well as separate staff vs volunteer comparisons if you have had both groups taking the survey. However, for most sub-analyses options, if you did not select it at the point of registration we cannot add it as a breakdown category after the survey as we will not have the necessary respondent information available to us.
To maintain staff confidence in the process, we recommend making the survey results available to your people at the earliest opportunity, highlighting the most significant findings – both positive and negative.
Though it can be tempting to ‘sugar-coat’ results, we recommend against this because it can lead to mistrust in the organisation as well as under-mining the survey process in future years. If your survey has highlighted that something is less than positive in your organisation, then acknowledging this and working on a solution is an important first step in moving forward.
To maximise the motivational impact of the survey, take some prompt action in response to the findings. If appropriate, ask staff for their views on which are the most important and/or urgent areas for improvement. Be honest about what you can and cannot change.
Identify the priority areas for improvement and a proposed action plan in consultation with staff.
You may not know what to do about some of the issues the survey has highlighted. Don’t be tempted into action for its own sake. There’s nothing wrong with saying that the organisation needs some time to work out where to go from here. If you need to do this, explain how staff (or volunteers) will be involved and informed during this period.
At Birdsong we believe that a staff survey is just the beginning of a journey to improve staff satisfaction and engagement. The next steps after a survey are typically to investigate the issues raised by staff and agree priorities for action.
By the very act of making the survey available to your staff and/or volunteers, your organisation has shown staff that it is willing to listen to, and value, their suggestions.
Feeding back on the things that will be changed as a result of the survey, and/or finding supportive ways to ‘continue the conversation’ will be a positive way of building on and developing this proactive approach. Welcoming the involvement of staff and/or volunteers in addressing challenging areas (in fact, especially for those areas that may be hardest to change) can also prove particularly beneficial and can help nurture a productive and supportive organisational culture.
Remember that the results of the analysis will not tell the organisation what to do, but they will provide valuable guidance and support to steer decision-making in the months and years that follow.
Some charities find it helpful to have further involvement from us after they receive their survey results. examples of this include:
- Findings report – We can produce an in-depth narrative report that further analyses and interprets your survey data, highlighting key variances, trends, strengths and areas for further investigation.
- Comments summary report – If you have a lot of verbatim comments from your survey’s open questions and want to easily reflect on the qualitative data they represent, we can provide a written report to summarise the comments and identify recurring themes.
- Telephone support – We are always happy to discuss your survey results with you and address any questions arising from the reports.
- Executive coaching – Please feel free to ask us more about this and/or request an informal exploratory chat with us.