Questionnaires are quite an interesting tool for large product teams where both sides benefit. The questionnaire allows you to get the most subjective opinion of all employees. Your colleagues get the opportunity to speak out if they don’t like something in their daily work, or vice versa, to commend the current work processes. More comfort means more productivity!

In addition, we can say that a questionnaire is a great option for diagnosing risks: if you notice that one of your colleagues began to be negative, complain, then most likely he/she wants to leave your company. This is an extremely high risk for your team if this person is an important and skilled specialist.

Objectives of Surveys in the Software Testing Field

1. They are relevant when it is necessary to synchronize the activities of the entire team so that each participant in the development process has the same attitude towards certain things. With this approach, you don’t have to guess for the team.
2. Predict expectations, and influence the productivity of some employees.
3. Gather complaints on projects, especially if it is large and ongoing.
4. Diagnose risks (quitting of important specialists, the relevance of the software used, work using potentially outdated methods, etc.).

The final objective of any survey is determined on a case basis. But their idea is common – try to collect as much data as possible from all the teams involved in a process: development, testing, support. It isn’t a good idea to interview all the employees en masse.

It will be better to separate developers, QA, system analysts, managers teams, etc. since each team has its interests that may be different from other peoples’ opinions and interests. It’s important to pay everyone as much attention as needed! But don’t forget about priority staff (managers, the company’s head, leads, initiative employees).

Questionnaire Items

We can single out several questions which concern everyone without exception, namely:

1. Is an employer happy with his/her professional achievements?
2. How does an employer rate the quality of software development/testing on a particular project?
3. Evaluate personal performance on a project.

Additionally, it’s possible to include some specific questions that may concern a strictly defined group of employees: testers/QA recruitment, or the development department.

Questionnaire Results or How to See Potential Problems?

• Is there something bad? If yes, you should discuss it, record it, assign a responsible person, and monitor the implementation process.
• Is there something good? If so, use it to consolidate the positive achievements.
• Maybe someone has ideas, suggestions, or wants to thank other employees. Alternatively, you can create a conference call, have a conversation, or arrange a meeting to strengthen labor activity motivation.

As we can see from this article, there may be a lot of causes to conduct a survey. And all of them are profitable in one way or another. Since even negative answers and comments are of benefit, software testing companies and QA departments can build an effective management policy on their basis.