When it comes to bad news, is it better to know or not know? As painful as the answers can be when it comes to better workplace security, it’s better to know in advance what to expect, what we have to prepare for, and how to do it or fix it. If this is true, then why do so few organizations conduct security-related employee surveys to gauge the perceptions of the level of safety at their facilities? Could we agree that we need to ask our employees what is safe or not safe at their offices and work sites, and do it on a regular basis? What follows is a 10-question survey that asks tough but necessary questions to employees, with the intent of discovering what they may want to say about their security, to each other or under their collective breath, but they may not want to say aloud to their supervisors.
In-house critics of security-related surveys say that once we get this type of information, the organization or the facility is somehow "put on notice" and will have to take immediate steps to correct every single deficiency before they can open the doors again. This is an overreaction. The truth is that every public or private facility is already at a high watermark for liability anyway. We will always be questioned by outsiders (or plaintiff’s lawyers) as to the safety and security of our entire building: from slip and falls in a wet restroom; to an attack by a mentally-ill homeless person against a city employee; to a cyber-attack on our private customer list; car thefts in the employee lot; to a current or former employee active shooter situation.
The value of a safety and security survey questionnaire is two-fold: it gives every employee who participates a voice in their own well-being at work, and it gives management a roadmap to make cost-effective, reasonable, and necessary physical security or security policy changes, by prioritizing the answers they get.
For the first issue, we know some employees want to be heard and want a forum for their concerns. But some would rather remain anonymous, unlike your more vocal employees, who will regularly bring up security issues and problematic people during staff meetings. This gives both groups their chance to be heard, on paper.
For the second issue, we don’t have to make every fix, but we can certainly demonstrate to the employees and others (union groups or employee associations; clients, customers, or vendors; even the media), that we are taking steps to address urgent concerns, minimize security risks, and maximize staff and customer safety.
Consider the following survey for your employees. You can modify these questions (just a bit) to fit your specific organization, but be careful not to change the meaning too much just because you might be wary of the answers. You should tell all employees that your first step is to gather their opinions, analyze and prioritize their concerns, give them an overview of what you heard from them, and then discuss what you plan to do going forward.
Everyone who participates in the survey process wants to know their opinions were heard, valued, and acted upon. Avoid the "we’re working on that" answer for employee questions that arise repeatedly. Make the changes you hear about, based on the impact on the cost, culture, and feasibility of each suggestion.
People need closure from these exercises, so make sure you build a recap into the project. It’s not about over-promising or keeping the results secret; it’s about keeping your employees apprised and updated so we can share the message that we’re all in charge of security at our facilities. Since these questions are broad-based, the answers should encourage you to ask more clarifying questions at staff meetings, as part of a safety or security committee decisions, and in one-on-one discussions with employees to drill down what really concerns them.
Employee Security Perception Survey
Your answers to this survey will help us improve our safety, security, and risk management responses, policies, procedures, and devices for our offices and facilities. Your answers are anonymous. We want your honest opinions, not your name. Please circle your best answer and provide any comments at the end.”
1. How would you rate our company’s written security policies and procedures?
- a. don't have any or don't know if we have any
- b. needs improvement
- c. adequate
- d. excellent
2. How would you rate our company’s access control policies and procedures (badges, key card systems, door locks, visitor controls)?
- a. don't have any or don't know if we have any
- b. needs improvement
- c. adequate
- d. excellent
3. How would you rate our company’s physical security protections (cameras, lighting, entry alarms, panic alarms)?
- a. don't have any or don't know if we have any
- b. needs improvement
- c. adequate
- d. excellent
4. How would you rate our company’s perimeter security protections (exterior lighting, parking lot security, landscaping, trespasser response)?
- a. don't have any or don't know if we have any
- b. needs improvement
- c. adequate
- d. excellent
5. How would you rate our company’s emergency evacuation policies and procedures (active shooter, fire, weather, disaster)?
- a. don't have any or don't know if we have any
- b. needs improvement
- c. adequate
- d. excellent
6. (If applicable): How would you rate our company’s security guards, in terms of protection and service?
- a. no interaction with them
- b. needs improvement
- c. adequate
- d. excellent
7. In the rare event of an active shooter in our facility, you have been told about or trained in the concept of "Run-Hide-Fight."
- a. True
- b. False
8. If you were ever concerned about a troubled co-worker (angry, depressed, suicidal, disturbed, hostile, bullying, threatening), would you feel comfortable reporting it to our company stakeholders (HR, Security, risk management, safety team, legal, directors, managers, supervisors)?
- a. No
- b. Maybe; it depends on the situation.
- c. Yes
9. If you reported threatening behaviors or comments from a troubled co-worker, do you believe our company stakeholders would respond immediately and effectively?
- a. don’t know if they would or not
- b. needs improvement
- c. adequate response
- d. excellent response
10. Please add any specific comments or concerns related to your answers. If we need to make changes, tell us what they are and why.
About the Author: Dr. Steve Albrecht is a San Diego-based HR trainer, workplace violence author, and security consultant. He holds the designation "Certified Threat Manager" from the Association of Threat Assessment Professionals (ATAP). He can be reached at [email protected] or on Twitter @DrSteveAlbrecht.
