The survey below was used to determine new hires motivations, needs, desires and frustrations of an organization. Online surveys collect quantitative data; the questions tend to be general, representing a significant set of numbers based on a product or service. The data would prove assumptions or theories.
Email surveys were geared towards qualitative data, such as; feelings, perspectives and bias opinions, to screen candidates for testing as well as through the survey app. Through email, surveys can be personalized, coming from a person rather than a system. This technique is known as attitudinal research. For that reason, both are used in the new hire research, but at different phases.
Seen above; collected using Survey Monkey. Eighty-five new hires were sent a survey with a series of fifteen questions. The data gave insight into what motivates and frustrates them about a product. The data helped with the creation of a persona; associated with four profiles.
Later, after submitting a proposal for usability testing, an email survey was used to determine tasks performed by end users. Not all participants related to the questions. It seemed out of context for them; they did not know how to answer the questions.
The feedback was vague and short. However, two weeks after the usability sessions, an online follow-up survey was sent to the fourteen participants in the study. The results mirrored participants behavior, they had experienced the product and had time to reflect internally. The feedback was informative and valuable when presenting to stakeholders.
Surveys cannot stand alone; they need to backup data from a web analytics tool and support tickets. It is recommended to personally prep the participants if possible, for email surveys. Online surveys would be a challenge due to the number of participants.