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

You’re about to cancel your streaming subscription, and they hit you with, "Are you leaving because of the content selection and the pricing?" Well, you love the content, but the price? Way too high. But since there’s only one response, your answer doesn’t reflect the real reason you’re leaving.

This is exactly what happens when double barrelled questions appear in employee surveys. If you ask, "Do you feel supported by your manager and satisfied with your career growth?" employees might have different opinions on each. But with only one answer, the data gets skewed, leaving you with misleading insights.

And if your survey insights are off, how can you make informed decisions that actually improve workplace engagement? In this blog let’s break down how to spot and avoid double barrelled questions so your surveys flow smoothly and deliver actionable insights.

What are double barreled survey questions in an employee survey?

A double-barreled survey question is a type of question that addresses two different topics within a single query, making it difficult for respondents to provide clear and accurate answers. This often leads to ambiguous responses and unreliable data. The double-barreled question meaning refers to any question that combines multiple ideas, making it unclear which part the respondent is addressing.

For example, asking "Are you satisfied with your salary and job responsibilities?" is a double barrel question because salary satisfaction and job responsibilities are separate aspects.In an employee survey, a double-barreled survey question can result in misleading insights. Respondents may feel differently about each issue but are forced to choose one answer.

To ensure accuracy in survey responses, it is best to break down complex questions into separate, focused ones that address each aspect individually, leading to better decision-making and actionable feedback.

Types of double barrelled survey questions

If a survey question addresses more than one idea, it becomes difficult for respondents to provide a clear and accurate answer. These ambiguous survey questions can lead to unreliable data and misinterpretations. To avoid double barrel questions, it's essential to recognize their different types. Below are some common examples of double-barreled questions that should be avoided in employee surveys.

1. Two ideas combined into one

When a question merges two distinct ideas, respondents may have different opinions about each but can only give a single answer. This makes it unclear which part of the question they are responding to.

Example: "Do you think the company's leadership is effective and that the work culture is positive?"

In the above example of the double barrel question, a respondent might agree that leadership is effective but disagree about the work culture. Splitting this into two separate questions would provide more precise insights.

2. Conflicting sentiments in one question

Some survey questions combine elements that may evoke conflicting emotions, making it difficult for respondents to answer accurately.

Example: "Do you find your work rewarding and stress-free?"

A job can be rewarding while still being stressful. Since these are separate experiences, they should be asked as individual questions.

3. Multiple actions in one question

Survey questions that ask about different actions in a single query can cause confusion, as respondents may have different experiences with each action.

Example: "Did the training program improve your skills and increase your productivity?"

Skill improvement and increased productivity are distinct outcomes. To collect meaningful feedback, these aspects should be addressed separately.

4. Two aspects of satisfaction in one question

Employee satisfaction is multifaceted, and combining two aspects in a single question makes it difficult to pinpoint what the respondent is referring to.

Example: Are you satisfied with your benefits and work-life balance?

A person may feel satisfied with their benefits but unhappy with their work-life balance. Asking separate questions ensures clearer responses.

5. Behavioral and emotional responses combined

When a question combines a behavioral aspect with an emotional response, it creates ambiguity, as one does not necessarily influence the other.

Example: Do you feel motivated and consistently meet your deadlines?

Someone might feel highly motivated but struggle to meet deadlines due to workload. Separating these aspects provides more reliable survey data.

Are double barrelled questions problematic?

Double barrelled questions are problematic in certain contexts, particularly in surveys and structured research, where clear and measurable data is crucial. However, in other settings, such as face-to-face interviews or exploratory discussions, they may not be as detrimental. Understanding their impact across different situations helps determine when they should be avoided and when they might still be useful.

In surveys, where responses are typically limited to predefined options like multiple choice or Likert scales, double-barreled questions can make it impossible to get accurate survey results.

If a question addresses two separate issues—such as salary and job satisfaction—respondents may have conflicting views on each aspect but can only provide a single answer. This results in ambiguous responses, making it difficult to draw clear conclusions or implement meaningful changes based on the data.

However, in qualitative research methods like interviews or focus groups, double-barreled questions may not pose the same level of concern. Since these methods allow for open-ended responses, participants can clarify their perspectives on each aspect separately. Interviewers can also ask follow-up questions, ensuring that both parts of the question are addressed.

Ultimately, while double-barreled questions should be avoided in structured surveys to ensure data reliability, they may be less problematic in conversational settings where detailed explanations and clarifications are possible.

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 with a careful writing tone to ensure clarity.

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.

Examples of double-barreled questions

Double-barreled questions make it difficult for respondents to provide clear and meaningful answers. These ambiguous survey questions combine multiple topics, leading to unreliable data. Below are some common examples of double-barreled questions, why they are problematic, and how to write them correctly to ensure clarity and accuracy in survey responses.

Are you satisfied with your salary and job responsibilities?

Why it's wrong: This question combines two distinct factors—salary satisfaction and job responsibility satisfaction. A respondent may be happy with their salary but dissatisfied with their job responsibilities, or vice versa. Since they can only provide one response, the data becomes misleading and difficult to analyze, making it unclear what needs improvement.

How to fix it: Instead of grouping both aspects together, break them into separate questions to get precise feedback on each.

• Are you satisfied with your salary in relation to your job role?
• Do you find your job responsibilities fulfilling and aligned with your skills?

Did the onboarding program help you understand your role and receive enough support from your manager?

Why it's wrong: Onboarding programs and managerial support are two separate aspects of an employee’s experience. Someone may feel the onboarding was helpful but lack support from their manager, making it unclear which part of the question they are responding to. This can lead to misinterpretation when analyzing survey results and prevent organizations from addressing specific concerns.

How to fix it: Ask distinct questions that target each area of the employee experience for more actionable insights.

• Did the onboarding program provide the necessary knowledge to understand your role?
• Do you feel that your manager offers adequate support as you settle into your role?

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, including the double-barreled question meaning, is crucial for effective data collection and ensuring that survey responses provide accurate and actionable insights.

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:

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

Leading, loaded, and double-barreled questions: How they differ

Survey questions should be clear, unbiased, and easy to understand. However, poorly framed questions—such as leading, loaded, and double-barreled questions—can introduce bias and lead to misleading responses. Below is a breakdown of how these three types differ.

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

Creating an effective employee survey requires careful planning to avoid common pitfalls. Double-barreled questions can confuse respondents, leading to unclear feedback that makes decision-making harder. A well-structured survey ensures employees can express their thoughts accurately, helping organizations gather meaningful insights.

CultureMonkey helps companies design clear, structured, and bias-free surveys that encourage honest responses. By providing a platform that simplifies survey creation and ensures clarity in questions, CultureMonkey enables organizations to collect data that truly reflects employee sentiment.

Beyond just running surveys, CultureMonkey supports organizations in making sense of the feedback, ensuring that insights are actionable and not lost in vague or misleading responses. With a focus on engagement and continuous improvement, CultureMonkey empowers leaders to ask the right questions, interpret responses effectively, and take meaningful action based on real employee experiences. Because better surveys mean better decisions.

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, address both parts separately to ensure clarity. If asked, "Do you feel satisfied with your salary and career advancement?" you might respond, "I am satisfied with my salary, but I feel there are limited opportunities for career advancement." This method ensures each concern is communicated clearly, preventing misinterpretation and improving survey accuracy. ​​

6. What is a double-barreled question?

A double-barreled question is a survey or interview question that combines two different topics into one, making it difficult for respondents to answer clearly. For example, "Do you trust your manager and feel supported by your team?" A respondent may trust their manager but not feel supported by their team, leading to unclear and unreliable data.