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Other Added - 25 Survey Design Tips
Web Based Collaboration – A New and Better way to Collaborate Dynamic instant access, high-end security, powerful features, industry-leading technology – are just few reasons why more and more businesses are increasingly taking to web based collaboration. Web based collaboration tools enable you to tap the power of Internet to meet your specific business collaboration requirements. Using just a PC and Internet, you can access and use the host of powerful web collaboration tools from anywhere, anytime based on demand.Few areas where Web Based Collaboration scores over traditional on-premise collaboration: Offers remote access to information and resources Is quick to setup and deploy Can be quickly easily customized to meet unique business requirements No expensive hardware or software required Zero maintenance costs Is absolutely secure Web Based collaboration software focuses on the following 4 key areas: Organize and store business resources in a safe secure manner Share resources (documents, files, information, etc) with superiors, colleagues, subordinates, customers, partners, vendors or other related persons Offer a powerfully integrated virtual collaboration platform Provide complete security, data backup facilities, user access management and control A Look into Common Web Based Collaboration Tools Available:There is a wide array of web based collaboration tools available. It is upon you to pick the right suite of tools that is most important for your specific business requirements. Take a look at common web based collaboration tools: Secure email Instant chat (with or without voice support) Online Calendar and reminder Contacts manager Task manager which helps to automate business processes, with project tracking facilities Document manager with secure document storage, version tracking and transfer capabilities Reporting tools Quick integration with Outlook Personal dashboard with comprehensive c
Reassure your respondent that his or her responses will not be revealed to your client, but only combined with many others to learn about overall attitudes. Mention this in the opening text of the survey and also include a privacy policy in the footer of the survey page.
4. Include a good cover letter /email invite text.
Include a cover letter with all mail surveys. A good cover letter or email invitation to take a Web page survey wi
Recently, while visiting a friend's office, he began to tell me his business was a mess. It wasn't fun anymore. "The problem with this business," he said, "is that the manager (ME) is the worst person for the job. I have no training in management. My partner just wants to come to work, do his job and leave the management chores to me. Frankly, I don't have any great desire to be the boss, either. Personnel problems, cash problems, meeting sales quotas – I do it all. It's everyday and it's a drag."Sound familiar? You have a lot of company. In every business, however, "somebody" has to be the boss. You may not have the training, the desire or the patience but you have the job. Is there any way to make it less painful?YES! First recognize that every business is in two businesses. You do what you do -- plumb, build, sell, manufacture, etc. -- that's your first business. Your customers ultimately decide how well you practice this business by the sales they give you. If you serve their needs, you continue to get their support. If you don’t give them what they want, they won’t support you, you won't long have a business to worry about.Your second business is the business of staying in business. You may be great at what you do, but if you fail to run your business properly, you can run yourself out of business -- FAST. This is my friend's problem. He feels overwhelmed by "being in business."Being in business, though, doesn't have to be a stressful and draining. Here are three strategies you can use to help you be a better manager of your business:1. Start by thinking through why you are in business. If you haven’t already, write down your clear business goals with a deadline for their attainment and write them in terms of results. Write down what you have to do to meet your goals. (For example: Use PostIt(TM) Notes to list each step of how your work flows, starting with getting prospects and ending with getting paid. What paperwork do you have to generate? How many sales calls have to be made? What are your production quotas? What controls are needed? Etc.)2. Let your people know (in writing) what is expected of them in terms of results and deadlines. Agree with your partner, if you have one, what y
1. Keep the questionnaire as short as possible.
It is statistically proven that more people will complete a shorter questionnaire, regardless of the interviewing method. If a question is not necessary, do not include it.
2. Get off to a good start.
Start with a Title (e.g., Leisure Activities Survey). Always include a short introduction - who you are and why you are doing the survey. If you are seeking critical feedback about how your brand stacks up against the competition, it is often a good idea to give the name of the research company rather than the client (e.g., XYZ Research Agency rather than the manufacturer of the product/ service being surveyed). Many firms create a separate research company name (even if it is only a direct phone line to the research department) to disguise themselves. This is to avoid possible bias, since people rarely like to criticize someone to their face and are much more open to a third party.
In some cases, though, it may help to mention the client. If you are surveying members of an organization, the members may be more likely to respond if they think the organization is asking their opinions on how it can best meet their needs. The same could be true when you are surveying users of a particular service.
3. Reassure confidentiality of responses.
Reassure your respondent that his or her responses will not be revealed to your client, but only combined with many others to learn about overall attitudes. Mention this in the opening text of the survey and also include a privacy policy in the footer of the survey page.
4. Include a good cover letter /email invite text.
Include a cover letter with all mail surveys. A good cover letter or email invitation to take a Web page survey wil
A higher proportion of money is wasted on training which is inappropriate or just downright poor than almost any other corporate expense. I have seen organisations make the same mistakes with training all over the world. Here are my top ten.#1 There is never any follow up! Training which imparts a skill or knowledge which is not reviewed or used within seven days is remembered by only thirty three percent of people. After sixty three days it is only 14%. Training which is reviewed or used directly in a job is remembered by 83% of people after seven days and 70% of people after 63 days. It is the old story, use it or lose it!#2 Training is boring. Training which includes no interaction between the trainer and the participants or does not engage the participants is likely to fail. The first process in memory is ATTENTION! If the participant is not paying attention, the probability of remembering anything is very low. Training is not solely about subject knowledge; the trainer must have a personality and be able to talk with people at their level.#3 Training, presentation style, was never appropriate in the first place! Often the resources used for training about theory, including the opportunity cost of participants, could be used for developing a series of small workshops and mentoring to actually resolve a problem rather than learn theory. The learning is held for much longer because people are doing and getting feedback rather than sitting in a classroom and the organisation gets a better result.Alternatively, the learning outcomes if they are all knowledge based may be chunked down to a small enough size to use e-learning technologies.#4 The training has no goal and no clear benefit for the recipient. Often born of poor training needs analysis where employees, supervisors and managers are asked, "What training do you/your subordinates need?" Training built on a needs analysis that is this shallow is bound to have little impact back at work for the participants, although it might help build their CV.#5 Completing training is seen by the organisation as doing enough. Individuals throughout a organisation who see the mere fact that they completed a course or a degree as proof of ability are only fooling themselves. Executiv
1. Keep the questionnaire as short as possible.
It is statistically proven that more people will complete a shorter questionnaire, regardless of the interviewing method. If a question is not necessary, do not include it.
2. Get off to a good start.
Start with a Title (e.g., Leisure Activities Survey). Always include a short introduction - who you are and why you are doing the survey. If you are seeking critical feedback about how your brand stacks up against the competition, it is often a good idea to give the name of the research company rather than the client (e.g., XYZ Research Agency rather than the manufacturer of the product/ service being surveyed). Many firms create a separate research company name (even if it is only a direct phone line to the research department) to disguise themselves. This is to avoid possible bias, since people rarely like to criticize someone to their face and are much more open to a third party.
In some cases, though, it may help to mention the client. If you are surveying members of an organization, the members may be more likely to respond if they think the organization is asking their opinions on how it can best meet their needs. The same could be true when you are surveying users of a particular service.
3. Reassure confidentiality of responses.
Reassure your respondent that his or her responses will not be revealed to your client, but only combined with many others to learn about overall attitudes. Mention this in the opening text of the survey and also include a privacy policy in the footer of the survey page.
4. Include a good cover letter /email invite text.
Include a cover letter with all mail surveys. A good cover letter or email invitation to take a Web page survey wi
A certified financial planner is a much-needed for all those who are looking to secure their financial future. There are a number of reputable governing boards that monitor the certification and the continuing education of these planners. These independent boards help make sure that each certified financial planner meets certain necessary requirements. With a certified financial planner, you not only get someone who has a established knowledge of financial planning, but one who has been trained in and is familiar with the ethical issues that surround financial planning.For all those who wish to become a certified financial planner, one must go through extensive training and answer a test. Many certifications also require that their certified financial planners take a certain amount of continuing education credits in order to keep their credentials up to date. This generally consists of a class or two every year or so, just to keep their knowledge current and so that each certified financial planner can keep his or her skills sharp. Also, in order to become and keep certification, financial planners have to fulfill a certain set of rules and guidelines and act in good faith.Taking on a certified financial planner has many benefits. With the services they offer you can start with confidence toward your financial goals. A certified financial planner will not only help you figure out how you are going to make payments for your home, send your kids to college, but even if you want have the luxury of retiring.A financial planner who has been certified can also help you stay updated of all the latest news and trends and help you take advantage of the markets to maximize the returns on your investments. Every certified financial planner is trained to assist you benefit the most out of your financial situation.Over the past couple of years, many people have become acutely aware of ethics violations among financial planners. Though many financial planners have pleaded ignorance when confronted with violations; for instance trying to get customers to buy a specific stock so that the value of their own stock would rise. While others admit that they simply didn't realize that they were doing anything wrong.While no c
In some cases, though, it may help to mention the client. If you are surveying members of an organization, the members may be more likely to respond if they think the organization is asking their opinions on how it can best meet their needs. The same could be true when you are surveying users of a particular service.
3. Reassure confidentiality of responses.
Reassure your respondent that his or her responses will not be revealed to your client, but only combined with many others to learn about overall attitudes. Mention this in the opening text of the survey and also include a privacy policy in the footer of the survey page.
4. Include a good cover letter /email invite text.
Include a cover letter with all mail surveys. A good cover letter or email invitation to take a Web page survey wi
First, thanks to the good folks at Yahoo! for their Long and Winding Road summit series they presented here in Dallas this morning. They are a class act and man are they on brand. My name tag looked professionally printed and my name was even in the Yahoo! approved font.The main topic of this cooperative effort by Y! and OMD was the purchase cycle and how it has been affected by the internet. I agreed with most of it, although the majority of the findings were affirmations more than discoveries. Actually, the most exciting part of the presentation for me was that a key take away was nearly identical to something I wrote about in my 6/6 posting: Create your media plan around the consumer's daily behavior rather than starting with one medium and filling in around it. A very bright gentleman named Mike Hess, Global Research Director at OMD, presented this and other findings. Mike, I'm glad we're on the same page ;)Speaking more big picture, one of the two topics/findings they covered ties in wonderfully to this week's Ad Age poll (Thanks to Tammy Cancela at New Media Gateway for this forward.) The findings indicate that there are four different "roads" to a purchase. Quick, Winding, Long, and Long & Winding. Now let's revisit that Ad Age poll. The question posed is whether or not Clear Channel's idea of creating one second long radio ads will work and stay around. Maybe for the "Quick" road described in Yahoo!'s study, but not likely for the other three. In other words, for very low dollar purchases where there is a clear category leader - this might be fine. For the rest of us, it's useless.This appears to be nothing more than pain management medication for a medium that is bordering on the terminally ill. Radio simply can't counter a) cell phone use at times when radio used to fill the time, and b) Ipods and music download services that allow you to listen to whatever you want, whenever you want. For a year that has featured "engagement" as the marketing buzzword, this sure seems to be a step in the wrong direction.
In some cases, though, it may help to mention the client. If you are surveying members of an organization, the members may be more likely to respond if they think the organization is asking their opinions on how it can best meet their needs. The same could be true when you are surveying users of a particular service.
3. Reassure confidentiality of responses.
Reassure your respondent that his or her responses will not be revealed to your client, but only combined with many others to learn about overall attitudes. Mention this in the opening text of the survey and also include a privacy policy in the footer of the survey page.
4. Include a good cover letter /email invite text.
Include a cover letter with all mail surveys. A good cover letter or email invitation to take a Web page survey wi
First, you need to appreciate that discipline involves handling the behaviour of apparently ‘problem people’.‘Problem people’ key facts:• The behaviour is the problem, not the person• Seeing people as a problem can be dangerous and destructive, in relationships and in managing people• It is vital to separate out the person from the problemA problem person is someone whose behaviour does not meet the normal standard we expect. It follows, therefore, that we will need to be clear what the standard expected is. We will look at this shortly.Defining DisciplineDictionary definitions of discipline mention:• Instruction• Maintaining order• Mental training• A system of rules• Controlling behaviourIs Discipline Punishment?The view of discipline as punishment may originate from childhood associations, and the view that discipline is all about a ‘wrong’ to be ‘corrected’.A balance needs to be struck between viewing discipline as punishment or improvement.The Improvement/Punishment BalanceTo punish is to:• Cause the offender to suffer• Inflict a penalty• Chastise• Give a penalty for wrongdoing• Reprimand• CorrectTo improve is to:• Make better• Use for good purpose• Become better• Progress• Be more prosperousThe Improvement/Punishment BalanceConclusion:The key aim of discipline at work is to encourage unsatisfactory employees to improve. (The word discipline derives from the Latin Verb discere. This means to teach or mould.) Keeping the focus on improvement, means having a view that discipline is about trying to gain, and not using blame.When Is Punishment Valid?You should use punishment as a final sanction only, when everything else has failed. Remember, the prime objectives have to relate to gaining improvement.Key FactsDiscipline is:• Conforming to a system of rules for conduct• Ways and norms and expectations of behaviour• Sometimes hidden in peoples/companies’ beliefs and values• Usually accepted as necessary by th
Reassure your respondent that his or her responses will not be revealed to your client, but only combined with many others to learn about overall attitudes. Mention this in the opening text of the survey and also include a privacy policy in the footer of the survey page.
4. Include a good cover letter /email invite text.
Include a cover letter with all mail surveys. A good cover letter or email invitation to take a Web page survey will increase the response rate. A bad cover letter or none at all, will reduce the response rate. Include the information in the preceding two paragraphs and mention the incentive (if any). Describe how to return the questionnaire. Include the name and telephone number of someone the respondent can call if they have any questions. Include instructions on how to complete the survey itself.
The most effective cover letters and invitations include the following elements: Ask the recipient to take the survey. Explain why taking it will improve some aspect of the recipient's life (it will help improve a product, make an organization better meet their needs, make their opinions heard). Appeal to the recipient's sense of altruism ("please help"). Ask the recipient again to take the survey.
5. Always provide a space for their name.
You may want to leave a space for the respondent to add their name and title. Some people will put in their names, making it possible for you to contact them for clarification or follow-up questions. Indicate that filling in their name is optional. If the questions are sensitive in nature, do not have a space for a name. Some people would become suspicious and not complete the survey. If you hand out questionnaires on your premises, you obviously cannot remain anonymous, but keep the bias problem in mind when you consider the answers.
6. Consider survey software that support security.
If the survey contains commercially sensitive material, ask a "security" question up front to find whether the respondent or any member of his family, household or any close friend works in the industry being surveyed. If so, terminate the interview immediately. They (or family or friends) may work for the company that commissioned the survey - or for a competitor. In either case, they are not representative
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