Create and communicate clear, specific actions
from the Attitude Survey data

"We must communicate more," and "We must change people's attitudes" are often the recommendations that come from an Attitude Survey. Unfortunately, these platitudes do little to fix the problems that Attitude Survey responses describe. Specific changes in policies, personnel and procedures are what many employees want.

Organisations must inform employees about Attitude Survey planning, data collection, and implementation plans. Without this communication, employees who would otherwise support the Attitude Survey become confused, frustrated, and eventually complacent. Loss of rank and file Attitude Survey support may eventually doom whatever organisational changes the company implements and also reduce the chances of conducting an effective Attitude Survey in the future. On the other hand properly managed an Attitude Survey will become part of the culture as employees see it as a real opportunity to not just make their views known but to get beneficial change.