MADRAS CHRISTIAN COLLEGE

(AUTONOMOUS)
DEPARTMENT OF SOCIAL WORK
(SFS)

STAFF ADVISOR RAMYA

DR R SANKARA B
NARAYANAN MSW HR
 SURVEY FEEDBACK IN OD
 The study of Survey Feedback played an important role in formation and history
of Organizational Development.
 Survey feedback is a process in which organizational members complete
questionnaires on various organizational issues, receive feedback on the results, then
take appropriate actions to address the critical needs and concerns.
 It needs to be well designed since it helps the members of the organization to
develop valid models of how organization works and also provide feedbacks about
progress towards the accomplishment of organizational goals.
 Objectives of Survey
Feedback method:
 To assist the organization in diagnosing its problems and developing action plan for
problem-solving.
 To assist the group members to improve the relationships through discussion of
common problems.
Process of Survey Feedback
 Data gathering
 Feedback of information
 Follow-up action
 Data Gathering
 The first step in survey feedback gathering through a structured questionnaire containing
different aspects of organizational functioning.
 It includes questions on:
 Leadership: Managerial support, managerial goal emphasis, managerial work facilitation, peer
support, peer goal emphasis, peer work facilitation, and peer interaction facilitation.
 Organizational Climate: Communication with the company, motivation, decision-making, control
within the company and co-ordination between departments.
 General management and Satisfaction – Satisfaction with the company, satisfaction with the
supervisor, satisfaction with the job, satisfaction with the pay and work
After the questionnaires are completed, data are classified, tabulated, and analysis is made
to arrive at some meaningful conclusions.
 Feedback of Information
 After the data are analyzed, feedback is given to the persons who have participated in
the fulfilling up of questionnaire either orally or in written form.
 In oral system of feedback, it is provided through group discussion or problem-solving
sessions conducted by the consultant.
 Feedback may also be given in the form of a written summary of findings.
 Whatever the method of giving feedback is adopted, it should be constructive and
suggestive, rather, threatening and emotion-hurting as survey feedback is aimed at
identifying weaknesses which must be overcome through follow-up actions and not
the fault-finding technique for criticism.
 Follow-up Action
Survey feedback programme is not meaningful unless some follow-up action is taken
based on the data collected.

One such follow-up action may be to advise the participants to develop their own
action plans to overcome the problems revealed through a feedback or as is more
commonly the case, follow-up action may be in the form of developing some specific
OD interventions particularly process consultation and team-building, by the
consultant.
 Benefits of Survey Feedback
It is cost-effective means of implementing a comprehensive OD programme making it a
highly desirable technique.

It generates great amount of information efficiently and quickly which can be used in
solving problems faced by the organization and its members.

Decision-making and problem-solving abilities of organization can be improved

tremendously because this approach applies the competence and knowledge throughout
the organization and the problems faced by it.
 Conclusion
 Effectiveness of survey feedback depends on two factors-
 First, questionnaire used and method adopted for its administration should be reliable
and valid. If it is biased, all attempts to diagnose the problems will be abortive and futile.
 Second, even if valid and reliable information is collected, it is of no use unless follow-up
action is taken based on the information.
Therefore to conclude, a survey feedback is not a technique in itself for change; it provides
base for action for change.
Thank
you!