Monitoring and monitoring employee work attitudes is essential for organizations, especially
those with high turnover and disengagement. Work attitudes have direct effects on significant
outcomes such as performance, helping others, absenteeism, and turnover, which all feed into
organizational culture and effectiveness. As a global fast-food company's Data Analytics
Professional, embracing systematic methods to measuring and responding to employee
attitudes can help in early detection of issues and having an engaged workforce (Ellis, 2025).
Methods of Monitoring and Monitoring Employee Work Attitudes
1. Employee Attitude Surveys
The most effective way to monitor work attitudes is through systematic employee attitude or
opinion surveys. It tends to make use of a five-point Likert scale to measure various
dimensions such as communication, teamwork, leadership, compensation, and management.
Open-ended questions allow employees to provide qualitative information, giving greater
insight into their experience and concerns. Surveys need to be anonymous to enable
responses in all honesty and may be adapted to a particular department or job via pulse
surveys, targeting specific groups or issues at set intervals (HR-Survey, 2025).
2. Focus Groups and One-on-One Interviews
Formal focus groups or individual interviews may provide qualitative data that can
complement survey findings. These sessions allow employees to give more elaboration on
their sentiments regarding their job, management, and workplace. Qualified moderators may
probe further into issues like workload distribution, training opportunities, and perceptions of
equity, which may be overlooked with standard surveys.
3. Peer Feedback and Recognition Programs
Peer reward schemes and recognition programs, such as "Employee of the Month," can
identify trends in participation and reward employees who on a regular basis have positive or
negative attitudes. Peer feedback can identify withdrawn or disengaged staff, and recognition
programs capitalize on positive attitudes and contribute to a positive culture.
4. KPI tracking
Aside from the four key outcomes-performance, assisting others, absence, and turnover-other
valuable KPIs include employee satisfaction scores, engagement levels, and uptake of
company initiatives. Tracking these over time can highlight trends and target at-risk groups
before issues emerge (LumApps, 2025).
5. Informal Discussion and Suggestion Boxes
Managers are able to pick up useful information through informal chat and by asking
employees for their views in order to submit anonymously via suggestion boxes. These
methods provide employees with a sense of safety to air issues that they would not like to
voice formally.
Effect on Organizational Culture
Performance, helping others, absence, and turnover are principal indicators of organizational
well-being. Elevated performance and an attitude to assist others create an effective and
helpful culture. On the other hand, elevated rates of absenteeism and turnover typically
indicate concealed unhappiness and usually lead to turbulence, increased cost, and
diminished morale. With monitoring these results alongside employees' sentiments,
companies can take steps ahead to locate issues, retain top talent, and make their workplace
appealing (HR-Survey, 2025).
Other Results to Track
In order to further enhance the project, it is suggested to track other results such as:
Employee level of engagement
Job satisfaction ratings
Training and development program attendance
Workplace stress levels
Employee mental health and well-being indicators
These measures provide a clearer image of employee opinion and can be utilized to identify
disengaged or dissatisfied employees early, so that interventions can be implemented in a
timely manner.
Conclusion:
A robust monitoring and tracking system of employees' work attitudes includes quantitative
questionnaires, qualitative interviews, peer ratings, and ongoing KPI monitoring. By
addressing both the measurable and experiential aspects of workers' attitudes, organizations
can reduce turnover, enhance satisfaction, and establish a strong, positive work culture
(HeartCount, 2024).
References:
Ellis, V. (2025). 5 Ways to Measure Employee Performance.Fitzgerald Human Resources.
https://www.fitzgeraldhr.co.uk/measure-employee-performance/
LumApps. (2025). How to measure employee satisfaction: Best methods and key metrics to track -
Lumapps.com. https://www.lumapps.com/employee-engagement/how-measure-employee-satisfaction
HR-Survey. (2025). Employee Attitude Survey. HR-Survey.
https://hr-survey.com/EmployeeAttitude.htm
HeartCount (2024). Employee attitude: What is it and how to keep it healthy. HeartCount.
https://heartcount.com/blog/employee-attitude/
