You want a stronger culture. We uncover what’s motivating your people.

Survey 2017-11-02T02:27:55+00:00

Lift employee engagement and target organisational development initiatives with OPRA surveys

Business leaders are under increasing scrutiny to do more with less, to work smarter not harder, and do so under tight financial constraints.

Against this backdrop it is more critical than ever that staff feel engaged and are emotionally invested in their professional and personal development.

This is where the OPRA Survey plays a pivotal role.

  • Increase employee ownership for their own development
  • Reinforce strengths and untapped potential
  • Fine-tune your employee brand and value proposition
  • Uncover options to attract and retain talent and more…
Survey Catalogue
Employee engagement, OPRA Psychology Group

Ready to use survey

and proven



Reflect your
employee brand

Customised questions
and reporting

360 Degree Surveys

OPRA offer a range of 360 degree survey options addressing both feedforward and feedback.

Whereas a 360 feedback survey focuses on giving specific insight to current behaviour and potential gaps, feedforward focuses attention on future-focused, expected behaviours.

Behind each survey is powerful analytics to give you a clear line-of-sight across all results. Easy-to-read charts and narrative show you what is working, what is not, and allow you to track improvements over time.

Feedback and feedforward surveys offer a range of important benefits:

  • Increased self-awareness of work-related behaviours.
  • Increased awareness of co-worker and manager expectations.
  • Improved communication around current versus future development options.
  • Increased ownership of personal development.
  • More focused development interventions.

Engagement Surveys

OPRA offer a range of 360 degree survey options addressing both feedforward and feedback.

Despite 90% of all organisations investing in an annual engagement survey, approximately half of these organisations make no significant change in their engagement scores. For those organisations that do, the magnitude of change is small at best.*

OPRA tackles the engagement challenge in four key ways:

  • We treat engagement as a business imperative, not an HR initiative.
  • We understand that most of what drives engagement is at an individual level.
  • Leaders need to be equipped to lead authentic, engagement conversations.
  • Engagement must be treated as a continuous, holistic part of an entire business strategy.

*Research by Aon Hewitt

Entry & Exit Surveys

OPRA’s Entry Survey allows you to check if you are meeting the expectations of new starters and what still needs to be done to support their role, team, and cultural adjustment.

While losing employees is a natural part of running an organisation, understanding why people leave can give you insight into what processes are working and where improvements still need to be made.

OPRA Exit and Entry Surveys provide insight to:

  • The push/pull factors contributing to staff entry or exit.
  • Organisational aspects staff value.
  • Gaps between job expectations and reality.
  • Options to increase talent retention and loyalty.