let me give you specific inputs than talking like a typical consultant
– we use standardised gallup GWM and Q 12, you may also list down some inputs which govern employee sat, example : job profile, laid down processes and clarity of what needs to be done, salary, good manager (mentors, leaders, etc), good culture (openness etc), ethical brand of organisation, development path laid down, friendly HR policies etc etc etc.
– if you don’t have standardised questionnaire which have construct and content validity, then easiest one is to get the inputs through brainstorming among key top management people, rank them in priority, then construct the questionnaire with each parameters being measured by atleast 3 questions
– pilot test it on sample and see if the data collected indicates the same ranking as being given by top management, if yes, you are measuring what needs to be measured. (top management of course is a part of the population), if you can manage brainstorming from randomly selecting people across departments across levels nothing like it
– once you have established validity of the questionnaire get it filled by all
– data then needs to be analysed across departments, across levels for all parameters which effect employee sat, action points might straight be derived from indicators or one level drill down might be required
feel free to contact me on [email protected] in case of any clarifications
hope this helps
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