1. Using Survey Monkey David E. Nettles EDU652: Instructional Design & Delivery (MJD1329A) Professor Lisa Marie Johnson August 18, 2013

2. First Step Join 1. Go to http://www.survey.monkey.com and join for free 2. Create a user name and password 3. Explore the various learning resources available to create an effective survey: 5 Tips for Writing a Great Survey Frequently Asked Questions Survey Services 3. Home Page After you have registered with Survey Monkey, you can jump right in! To begin, click the Create Survey button 4. Give your survey a title and add your company name if desired Click to continue Name Your Survey 5. Create Your Look Use the drop down menu to explore the different color options. Remember, the Pro Plan has additional features such as uploading your company logo. Click to continue 6. Select Your Questions You may select up to 10 questions free of charge from a wide variety of industries and interests. For example, the Human Resource category provides questions to address different survey needs Click to continue 7. Survey Monkey also allows you to create custom questions and responses. Questions can be multiple choice, or a variety of other response options. Select Your Questions For example, responses can reflect frequency, monetary values, etc. Custom inquiries are added directly to your other question selections. Click to continue 8. Preview Your Survey Click on Preview to see how your survey will appear to your participants. Select Send Survey if you are ready to begin the process Click to continue 9. Survey Monkey will generate a custom link to your survey which can be added to any email or webpage. Thats it! Your survey is ready to go Send Your Survey 10. Since we have explored the functionality of Survey Monkey, you have some additional things to consider What are the survey goals? What kinds of questions will you use? Should the questions have a sequence? Will you request other forms of feedback? How will the survey results be processed and used? What Else Does a Survey Need? 11. Questions Goals and Types Like creating questions for a test, if your purpose is undefined your survey will not be successful (Horton, 2011). Good reasons: Gauge progress Reinforcement Apply learning Collect Feedback Determine skills and knowledge for improved efficiency Good questions: True/False Multiple choice/response Matching Sequence Custom Composition Deeper questions: Introspective Retrospective Hypothetical Click icon to hear narrative 12. Feedback Survey respondents often provide additional details, questions or concerns if given the opportunity. To enhance the effectiveness of this feedback, provide examples of appropriate responses Feedback provides redirection and/or reinforcement in a way that can be both heard and acted upon. Feedback is the information that helps individuals to adjust behavior (Trenholm, 2011). Feedback should be: Timely Provided while still relevant Specific Explains current and desired performance Ongoing Reflects effective learning partnership Balanced Redirective and reinforcing Performance based not personal 13. Results For successful survey responses, allow sufficient time to encourage participation. Monitor survey progress and review results to determine response rate and specific trends. Depending on the subject (e.g. leadership, communication, teambuilding, etc.), results may lag behind changes in behavior (Kirkpatrick, 2006). Identify symptoms that indicate: Questions with higher/lower than average success rates Questions without responses Number of questions remaining Time required to complete survey Low response rates 14. Summary Surveys can be conducted through written questionnaires, interviews, and online resources such as Survey Monkey to gather and code responses (Trenholm, 2011). However, creating a survey does not guarantee a high response rate or effective results. Best Practices: Begin by establishing the goal of the survey. Ask a sufficient number and variety of questions to provide accurate data. Use effective sequencing to stimulate cognitive processing. Clarify what effective feedback should look like. Monitor results throughout the process. 15. Horton, W. (2011). E-learning by design (2nd ed.). San Francisco, CA: John Wiley and Sons Kirkpatrick, D. L., Kirkpatrick, J. D. (2006). Evaluating training programs (3rd ed.). San Francisco, CA: Berrett & Koehler. Trenholm, S. (2011). Thinking through communication (6th ed.). New York: Allyn & Bacon reference