Double barreled question: How to avoid it for a smooth flow of employee survey feedback

Employee surveys are invaluable tools for gauging sentiment, identifying areas for improvement, and fostering a positive work environment. However, poorly constructed questions can skew results and lead to misinterpretations. One of the survey creator most common pitfalls? Double-barreled questions.

Imagine asking your employees, "How satisfied are you with the office environment and the workload?" This single question packs two separate topics into the one answer, forcing respondents to choose an answer that might not accurately reflect their individual feelings.

Perhaps they love the office space but struggle with the workload, or vice versa. A "very satisfied" answer could mask underlying concerns.

This is the essence of a double-barreled question: it conflates two distinct issues into one, making it impossible to interpret a single answer reliably. But fear not, fellow survey creators! We're here to guide you through crafting clear, impactful, double barreled questions examples that avoid this common misstep.

In this blog, we'll delve deeper into the complexities of double-barreled questions, equipping you with the knowledge and practical strategies to identify and dismantle them in your employee surveys.

By following these steps, you'll ensure your surveys gather accurate, actionable feedback that paves the way for a more informed and engaged workforce.

What are double barreled survey questions in an employee survey?

Double-barreled survey questions, also known as double-barreled items or double-barreled statements, are questions that ask about two separate issues or concepts within a single question.

This can lead to confusion or inaccurate responses because respondents may agree or disagree with one part of the question while having a different opinion on the other part.

In an employee survey context, double-barreled questions might look like: "Are you satisfied with your salary and job responsibilities?"

In this example, the double direct question combines two distinct issues: salary satisfaction and job responsibilities satisfaction. A respondent might be satisfied with their salary but dissatisfied with their job responsibilities, or vice versa.

Answering this question accurately becomes challenging because the respondent's feelings about one aspect may not align with their feelings about the other.

To avoid double-barreled and ambiguous questions used in an employee survey, it's important to break down complex issues into separate questions that address each aspect individually. This allows for more accurate survey results and clearer insights into employees' opinions and experiences.

Does using double barreled questions have any benefits?

Using double-barreled questions in surveys and questionnaires is generally discouraged due to their potential to confuse respondents and compromise data quality. However, there are some specific contexts where they might offer certain benefits. Here, we explore the potential advantages of using double-barreled questions.

Brevity

• Efficiency: Double-barreled questions can help condense surveys, making them shorter and potentially less burdensome for respondents.
• Time-saving: By combining two related issues into one question, surveys can be completed more quickly, which may increase response rates.

Contextual insight

• Holistic view: When used carefully, double-barreled questions can provide a broader understanding of respondents’ views on related aspects of a topic. For instance, asking about satisfaction with salary and career advancement together can offer insights into overall job satisfaction.
• Integrated responses: They can help in understanding how respondents perceive the relationship between two interconnected issues.

Pilot surveys

• Preliminary research: In early stages of research, double-barreled questions can be useful for gaining a quick overview of attitudes towards complex, multifaceted issues. They can help identify which aspects require more detailed exploration.
• Hypothesis generation: Responses can guide researchers in formulating more precise questions for subsequent, more detailed surveys.

Specific contexts

• Limited resources: In situations with severe constraints on survey length or respondent time, double-barreled questions can be a practical compromise.
• Exploratory studies: For exploratory studies where detailed accuracy is less critical than getting a general sense of direction, they can serve as a useful tool.

Respondent engagement

• Engagement: By reducing the number of questions, surveys may appear less repetitive and more engaging, potentially improving the respondent experience.

Double direct question vs. double barreled question

Double direct questions and double-barreled questions are common in surveys and questionnaires, but they serve different purposes and have distinct impacts on the clarity and quality of responses. Understanding their differences is crucial for effective data collection.

Double direct question

1. Definition: A double direct question is a format where two direct questions are asked consecutively, often within the same sentence, but each question stands independently.
2. Structure: These questions typically use a conjunction like "and" to link two related questions, such as "Do you agree with the company's mission, and do you support its recent initiatives?".
3. Clarity: Double direct questions can provide clear insights because respondents answer each part independently, reducing ambiguity.
4. Response accuracy: By asking two clear questions, respondents can address each aspect separately, leading to more accurate and actionable data.
5. Application: This format is useful when exploring related but distinct aspects of a topic, allowing for detailed analysis.

Double-barreled question

1. Definition: A double-barreled question combines two different questions into one, making it difficult for respondents to answer accurately.
2. Structure: These questions often link two unrelated or loosely related issues with a conjunction, such as "Do you feel satisfied with your salary and the opportunities for career advancement?".
3. Confusion: Double-barreled questions can confuse respondents because they may have different opinions on each part but can only provide one answer.
4. Data quality: Responses to double-barreled questions are often unreliable and ambiguous, compromising the quality of data collected.
5. Avoidance: To avoid confusion and ensure accurate responses, it is best to separate double-barreled questions into two distinct queries.

How to avoid writing double-barreled questions?

To avoid double-barreled questions, it is crucial for obtaining accurate and meaningful responses in a survey. Here are nine tips on how to avoid writing double-barreled questions:

1. Focus on a single issue

Ensure that each question addresses only one issue or concept. If your question involves multiple elements, consider a compound question or breaking it down into separate questions.

2. Be clear and specific

Clearly define the subject of the question and avoid vague or ambiguous question language. Make sure respondents understand exactly what is being asked.

3. Use separate questions for multiple concepts

Instead of combining multiple concepts into one question, create separate questions for each aspect you want to explore. This allows respondents to provide specific and unambiguous answers to absolute questions.

4. Test your questions

Before finalizing your survey, test your questions with a small sample of individuals to identify any confusion or ambiguity. Their feedback can help you refine your questions and eliminate any double-barreled elements.

5. Avoid "And" or "Or" connectors

Be cautious when using connectors like "and" or "or" in a question, as they can signal the presence of multiple ideas. If you find yourself using these connectors, it may be an indication that your question is double-barreled.

6. Separate positive and negative statements

If a positive answer to your question includes both positive and negative elements, consider splitting them into separate questions. For example, instead of asking, "Do you enjoy your work, and do you find it stressful?" ask two separate questions: one about enjoyment and another about stress.

7. Use multiple questions if necessary

If a complex issue requires exploration, it's better to use a series of related questions to answer options, rather than trying to cover everything in one. This allows for a more in-depth understanding of each aspect.

8. Maintain consistent format

Keep the format of your questions consistent throughout the survey. This helps respondents understand the structure and expectations of leading question, reducing the likelihood of misinterpretation.

9. Review and revise

Regularly review your survey questions and revise them as needed. As you follow up questions and gain more insights into your target audience, you may identify areas where questions can be improved for clarity and precision.

Other common survey question errors to watch out for

In addition to avoiding double-barreled questions, there are several other common survey question errors that researchers should watch out for to ensure the reliability and validity of the survey results. Here are some of these errors:

• Leading questions: These questions unintentionally guide respondents towards a particular answer by framing the question in a way that implies a preferred response. For example, "Don't you agree that the new policy is beneficial?"
• Loaded questions: Similar to leading questions, loaded questions include emotionally charged or biased language that may influence respondents' answers. It's important to use neutral language to avoid introducing bias.
• Ambiguous or vague language: Questions should be clear, specific, and easily understood. Ambiguous or vague language can lead to confusion and varied interpretations, impacting the reliability of responses.
• Negatively worded questions: Questions with negative phrasing can confuse respondents and lead to response errors. For instance, "I don't dislike the new system" might be misinterpreted as a positive response.
• Assumption of knowledge: Avoid assuming that respondents have specific knowledge about a topic. If the survey requires certain background information, provide it beforehand to ensure accurate responses.
• Overly complex questions: Complex questions with multiple clauses or technical jargon can overwhelm respondents. Keep questions simple, concise, and at an appropriate reading level for your target audience.
• Lack of response options: Ensure that your survey provides a comprehensive set of response options. Failing to include all possible choices may force respondents to select an option that doesn't accurately represent their views.
• Inconsistent response scales: If using a Likert scale or other response format, maintain consistency across all questions. Inconsistent scaling can confuse respondents and affect the validity of the data.
• Double negatives: Avoid using double negatives in questions, as they can be confusing. For example, "Don't you think it's not unfair?" can be difficult to interpret.
• Boring or repetitive questions: Monotonous or repetitive questions can lead to respondent fatigue and may result in less thoughtful or accurate responses. Keep the survey engaging and varied.

Avoid these things when creating an employee survey

Creating an employee survey is a valuable tool for gathering feedback and insights, but it's essential to approach the process carefully to ensure the survey is effective and yields meaningful results. Here are some things to avoid when creating an employee survey:

Insufficient frequency

Don't conduct employee surveys infrequently. Regular feedback is essential for understanding evolving concerns and assessing the impact of changes over time. Aim for a balanced frequency to capture ongoing sentiments.

Failure to segment results

Avoid treating all employees as a homogenous group. Segment survey results based on factors such as department, tenure, or job role to identify specific areas of improvement for different employee segments.

Rigid survey structure

Steer clear of rigid survey structures that limit flexibility. Incorporate open-ended questions or qualitative sections to allow employees to express themselves beyond the constraints of predefined response options.

Overlooking positive aspects

Don't make survey respondents solely focus on identifying problems. Include questions that highlight positive aspects of the workplace, such as recognition programs or team achievements, to foster a balanced view of the organizational culture.

Ignoring trends or changes

Be attentive to emerging trends or shifts in employee sentiments. Ignoring changes over time may result in overlooking critical issues or failing to acknowledge positive transformations within the organization.

Inadequate training for survey administrators

Ensure that individuals administering the survey are well-trained to handle potential queries and support employees throughout the process. Inadequate training can result in misunderstandings and hinder the survey's effectiveness.

Not aligning with organizational goals

Avoid creating survey questions that do not align with the broader organizational goals. Ensure that the survey outcomes directly contribute to addressing key challenges and enhancing the overall work environment.

Failure to communicate results transparently

Once the survey is complete, avoid keeping the results confined to upper management. Communicate the findings transparently to all employees, fostering a sense of inclusivity and accountability in the organization's improvement efforts.

20+ Double barreled survey question examples to avoid

Here are 20+ examples of double-barreled survey questions to avoid:

1. "Do you feel satisfied with your salary and the opportunities for career advancement?"
2. "How would you rate the effectiveness of your team's communication and collaboration?"
3. "Are you comfortable with the workload and the management style of your supervisor?"
4. "Do you agree that the training programs provided are both comprehensive and easy to understand?"
5. "How satisfied are you with the work-life balance and the flexibility of your working hours?"
6. "Do you believe that the company values your contributions and provides fair compensation?"
7. "Are you confident in your ability to meet deadlines and the effectiveness of the project management tools provided?"
8. "How would you rate the clarity of company policies and the responsiveness of the HR department?"
9. "Do you feel supported in your professional development and satisfied with the communication channels within the organization?"
10. "Are you happy with the recognition you receive for your achievements and the overall team dynamics?"
11. "Do you think the office environment and the remote working conditions are suitable for your needs?"
12. "How satisfied are you with the company’s health benefits and wellness programs?"
13. "Do you believe that the leadership team is approachable and transparent in their communications?"
14. "Are you content with the technology provided and the technical support available?"
15. "How do you feel about the social activities organized by the company and the sense of community?"
16. "Do you find the performance review process fair and constructive?"
17. "Are you satisfied with the level of diversity and inclusion efforts and the company culture?"
18. "Do you think the onboarding process and initial training were effective?"
19. "How would you rate your satisfaction with your current role and career growth prospects?"
20. "Do you feel the feedback you receive is useful and helps you improve your performance?"
21. "Are you happy with the quality of the cafeteria food and the dining facilities?"
22. "How satisfied are you with the company's efforts towards environmental sustainability and corporate responsibility?"
23. "Do you feel that your input is valued and acted upon by management?"

Conclusion

Crafting an effective employee survey demands careful consideration to avoid common pitfalls. Steering clear of double-barreled questions is crucial, as they can introduce confusion and compromise the accuracy of responses.

It's essential to maintain a clear purpose for the survey, involve employees in the design process, and communicate transparently about the survey's objectives.

Lengthy surveys, biased questions, and a lack of anonymity assurance should be avoided to ensure optimal participation and genuine feedback.

Furthermore, acknowledging the diversity of the workforce, providing consistent and clear communication of results, and implementing action plans based on feedback are key components of a successful survey strategy.

By avoiding these pitfalls and adhering to best practices, organizations can harness the power of employee surveys to foster a positive workplace culture, address concerns effectively, and drive continuous improvement within the organization.

FAQs

1. Why are double-barreled questions problematic?

Double-barreled questions are problematic because they combine two distinct issues into one question, making it difficult for respondents to provide a clear, accurate answer. This can lead to ambiguous responses and unreliable data, as respondents might agree with one part of the double barreled question asks but not the other. Consequently, the results may misrepresent the respondents' true opinions.

2. How to identify double-barreled questions?

To identify double-barreled questions, look for questions that address two separate issues within a single query, often linked by conjunctions like "and" or "or." For example, "Do you feel satisfied with your salary and the opportunities for career advancement?" addresses both salary satisfaction and career advancement opportunities, indicating a double-barreled question. Each issue should be separated into its own question for clarity.

3. What is a double-barreled question and a leading question?

A double-barreled question combines two distinct issues into one query, making it difficult for respondents to provide a clear answer. For example, "Are you satisfied with your salary and career growth?" A leading question, on the other hand, suggests a particular answer or influences the respondent's response. For example, "Don't you think our training program is excellent?" Both types can lead to biased or inaccurate data.

4. What is a double-barreled question example?

An example of a double-barreled question is, "Do you feel satisfied with your salary and the opportunities for career advancement?" This combined question also addresses two separate issues—salary satisfaction and career advancement opportunities—making it difficult for respondents to provide a clear, singular answer. Each aspect should be asked in separate questions to obtain accurate and reliable data.

5. How do you answer a double-barreled question?

When answering a double-barreled question, try to address both parts of the question separately in your response. For example, if asked, "Do you feel satisfied with your salary and the opportunities for career advancement?" you might respond, "I am satisfied with my salary, but I feel there are limited opportunities for career advancement." This approach ensures your opinions on each issue are made clear and concise questions are clearly communicated.