Employee motivation is the willingness of staff to achieve an organisation's goals. In this context, motivation describes the way employees react to jobs and behave in the workplace. Because employee motivation affects organisational success and profits, managers need to measure and increase motivation levels. To measure these levels managers use employee motivation questionnaires. The content of questionnaires varies according to an organisation's culture and industry. Even so, making an employee motivation questionnaire follows generic principles.
- Skill level:
- Moderately Challenging
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Avoid open-ended questions because they can produce vague answers that are difficult to measure. Give each question multiple-choice answers. Ensure the questionnaire asks participants to tick just one of these answers per question.
Write questions about job motivation and rewards. Job motivation questions examine employees' attitudes to jobs. Reward questions assess how issues such as pay and promotion motivate employees.
Write questions about intrinsic motivation and work motivation. Intrinsic motivation explores how work affects employee development, self-esteem and satisfaction. Work motivation refers to the lengths employees are prepared to go to finish jobs.
Use peer-evaluation questionnaires to measure an employee's motivation from the viewpoint of colleagues. Write questions that cover issues such as professionalism, the way an individual identifies with an organisation, initiative, concentration and attitude to teamwork.
Ensure the questions in peer-evaluation and self-evaluation questionnaires are easy to understand. Write sentences that have a simple structure. Use words that have clear meanings.
Write four possible answers to each question. For example, if a question asks whether an employee believes greater recognition and rewards improve motivation, supply answers such as I definitely agree/I agree/I do not agree/I definitely do not agree.
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