Coronavirus has wreaked havoc globally on the workforce as well as the economy. Employees have started working from home instead of out of shared workspaces and offices. While this is the need of the hour, it has also lead to multiple challenges including operational and management challenges. The leadership check-in survey has been developed by established global leaders to help the leadership and other stakeholders get a pulse of their distributed workforces.
Use this sample survey template to understand the challenges faced by the employees, their faith in the organization, industry, and economy on the whole. Uncover challenges and problems like distractions, internet issues, collaboration, etc. that can be used to understand if the employees are aligned to organizational goals and are facing difficulties or challenges in being productive. Deploy this sample questionnaire to identify if the organization’s workforce has faith in the decision-making ability of the leaders in the times of the global COVID-19 pandemic. Use the check-in sample survey as-is or expand on it using our vast survey questions bank to identify the challenges that your organization’s leaders and management would like to know.
Top three reasons for using this leadership check-in survey template
Derive insights about how comfortable your organization’s employees have been in the times of coronavirus about work and their general outlook. The top three reasons to use this survey template, are:
1. Check on well-being: Remote working comes with its unique set of challenges. It is a tough time for everyone. Managing work is a good thing but it is also important to check on an employee’s well-being and ability to work. This sample questionnaire helps to understand if an employee is best suited to deliver at an optimal level.
2. Gauge macro and micro workforce insights: Uncover insights that may not be necessarily visible. Due to the difficulty of the global economy as well as the collapse of various industries, standard operating procedures would need to be tweaked to map macro and micro shifts in trends.
3. Map organizational goals: Working with a distributed workforce is tough if communication and collaboration aren’t well-rooted into the ethos of the company. Identify gaps in these parameters and ensure that the global workforce is aligned with organizational goals.
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