E
How come I'm not surprised?
Your method is just your view of the Department's morale. When I had eight "reportees", I didn't need any written questions to know what their concerns were and how they were feeling about work. They would say, "This sucks." Or, "Hey, I like that." I was their "leader". Not their boss. I was doing the same job as them until somebody got the bright idea to make me a Supervisor. Kind of like the Cove.
The reason your method can't be used plant-wide is simple. Other Supervisor's can't or won't see the same results as you. Your yardstick is different than theirs. You can't measure morale uniformly. Too many variables. So, I disagree with your disagree. Now, back to the Coffee Break Threads, as promised. 
Mike S. said:
I disagree.
I used to measure the morale of the employees (~9) working under me via an anonymous survey. I listed several things that I thought were important and also gave them the chance to make open comments. I took pains to help them remain anonymous including asking them to take it home and complete it by typing and printing out the responses so I could not see the handwriting. And I took the results seriously and tried to address anything in my power. The employees loved it -- were delighted that someone cared enough to ask.
Where there is a will, there is a way. Will the measure be perfect? Nope, none are. But if we always waited for a perfect measure we'd never measure anything.
I used to measure the morale of the employees (~9) working under me via an anonymous survey. I listed several things that I thought were important and also gave them the chance to make open comments. I took pains to help them remain anonymous including asking them to take it home and complete it by typing and printing out the responses so I could not see the handwriting. And I took the results seriously and tried to address anything in my power. The employees loved it -- were delighted that someone cared enough to ask.
Where there is a will, there is a way. Will the measure be perfect? Nope, none are. But if we always waited for a perfect measure we'd never measure anything.
The reason your method can't be used plant-wide is simple. Other Supervisor's can't or won't see the same results as you. Your yardstick is different than theirs. You can't measure morale uniformly. Too many variables. So, I disagree with your disagree. Now, back to the Coffee Break Threads, as promised.
and promoted members of our “Leadership Team” then laid a few folks off. Now that is a way to get morale up!
He did much more damage than if he had never sent a survey. But the tool (survey) itself is still not bad. Any kind of tool can be misued resulting in more damage than in the beginning. (Those of us who have done any amount of home/auto repair know this firsthand.)