There are several strategies that companies can use to obtain information about what is causing employees to leave the company. Of these strategies focus groups are a great way for companies to solicit qualitative data on a specific topic or area of concern, and allow the facilitator to probe for more detail then what can be provided through a questionnaire.
While there are several different ways to conduct a focus group, one of the methods used most often is a carefully crafted set of interview questions to ask the group. Group interviews are a great method for gathering feedback directly from those that may be affected by such issues and can be very helpful in either identifying which issues should be researched further or validating the issues identified by other data collection methods.
In Social Research Methods: Quantitative and Qualitative Approaches, Lawrence Newman identifies varies categories of questions that can be include in this type of focus group:
- Behavior-based questions that uncover the current behaviors of an individual
- Attitudes, Opinions, and Beliefs questions that reveal what someone thinks about a particular topic.
- Personal Characteristics that help to identify a particular group and potentially segment their responses.
- Participant Expections.
- Self-classification or Self-perceptions that participants have about themselves.
- Knowledge that participants currently posses or are lacking.
Identify the series of questions to ask the focus groups and organize these into an Interview Guide, with specific questions grouped around common themes and ideas so that topics are not scattered and unfocused. Ideally, broader conceptual questions, such as questions about specific behaviors, habits, and beliefs, should be asked at the start of the group interview, followed by more specific questions about challenges faced in the participant’s current role. Questions to get input on possible solutions should be asked at the end of the focus group.
Comments