Do not run a staff survey

Unless you are prepared to involve your staff in taking action and delivering solutions to the issues raised. If you don't believe me, there is a long list of other survey specialists lining up to agree:

“… some survey practitioners would argue strongly (e.g., Church and Waclawski, 1998; Hinrichs, 1996; Kraut and Saari, 1999) that there is a critical sixth step – taking action – which is in fact a requirement for an effective organisational survey process. This sixth element concerns the extent to which changes in the organization are made as a direct result of the data obtained. Given that there are fixed costs associated with survey research in organizations and that employee expectations regarding outcomes are raised by conducting the effort in the first place, it is both ethically responsible and imminently practical to use the data obtained. At the very least inaction must be explained.” [my emphasis]

Rogelberg, Steven G. Handbook of Research Methods in Industrial and Organizational Psychology, Malden, Mass.; Oxford : Blackwell, 2002. P143