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Archive for Surveys

Problem Solving Sooner Than Later

By admin1 · Comments (0)

Friday, July 10th, 2009

If a building’s broken window is not repaired promptly it doesn’t take long for many of the building’s other windows to be broken. Problems that are fixed when they are small will stop them from developing into larger problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction spreads like wildfire and in a surprisingly short period of time you’ve got morale problems of the kind that are notoriously hard to fix.

To be confident that your employees are satisfied you need to be aware of any day to day concerns and deal with them before they get out of hand. It is important to keep the initiative and a good tip is to give a little and often.

This turns out be a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. If management wait to introduce change until they are prompted by employees then they risk having to implement change from a weak position. Employees like strong, confident management and a proactive approach generates respect not least because someone has taken the time to understand some of the employees’ issues.

Compare that with managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn leads to further and less reasonable demands. It is not big and it is not clever.

How then can an organisation monitor the morale of the employees without a big budget and an abundance of spare time?

The most obvious solution is to conduct an online employee survey. They represent a quick, easy and low cost solution. Surveys can be written and deployed in seconds, using email, web links and social networks invitations can be sent out immediately and for free and the results are collated and displayed in real time.

A corporate internet is the perfect delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the real-time results that are a by product of online surveys the mood of the employees can be accurately gauged and individual and collective concerns highlighted.

Businesses can use survey results to identify problem areas and then use follow-up surveys to specifically target raised concerns. With good intelligence managers are able to identify specific problems and prepare a considered response.

A major advantage of regular surveys is that it allows a company to address small problems in a timely manner avoiding ‘the straw that broke the camels back’ syndrome where a relatively insignificant incident unleashes a torrent of pent up concerns.

And don’t forget that the majority of employees appreciate being consulted so asking their opinion is not a sign of weakness but an indicator of good decision making.

Once in a blue moon a manager’s problem can be solved with something that is quick, easy and won’t break the bank; that looks like a blue moon.

Try taking the coachability assessment to see if coaching is right for you.

Mariano M. Jauco has been empowering business professionals and individuals by sharing his knowledge to produce positive change in the world. His personal development techniques and methods will allow you to reach your goals and achieve the success and prosperity you deserve.

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The Advantages, Considerations and Risks of Employee Satisfaction Surveys

By admin1 · Comments (0)

Friday, July 3rd, 2009

Although there are distinct advantages to conducting regular employee satisfaction surveys online to measuring employee satisfaction – there can also be risks.

Documented here are the main advantages, considerations and the possible risks to conducting employee satisfaction surveys online.

Advantages

Identify Problems – Surveys are can be very effective in identifying problem areas before they become serious, especially those that are hidden from senior management.

Working Environment – From something small like a broken chair to the more serious problem of sick building syndrome that can result in personnel experiencing headaches; eye, nose, and throat irritation; a dry cough; dry or itchy skin; dizziness and nausea; and difficulty in concentrating. Surveys allow environmental problems to be identified in a measured and controlled manner.

Remuneration & Benefits – Measure and monitor how satisfied personnel are with their remuneration and benefits.

Mood and Moral – Provides a simple but effective method to measure and monitor the mood and moral of an organization.

Benchmark – In the same way that an organization will consider their financial position by comparison with previous years, so too the regular use of online surveys will allow an organization to monitor and measure their progress and development in non-financial terms.

Processes & Procedures – As businesses evolve some of the traditional processes and procedures can become antiquated, personnel are often the first to know and the last to be asked. New technology is often a driver that will cause a business to evolve and the business processes need to be constantly challenged to ensure that they are properly aligned with the technology.

Training – Lack of proper training is a common cause of dissatisfaction among employees and can lead to more serious problems such as stress.

Communication – For an organization to run efficiently good internal and external communications are essential, surveys can provide a method to help organizations to monitor and measure how well an organization communicates.

Goals and Objectives – Surveys can measure and monitor the extent that the personnel are aligned with the senior management’s business goals and objectives.

Cost Effective – Using survey questionnaire software surveys are quick and easy to create, simple to deploy and will provide real-time results.

Compliance – To properly comply with an ever increasing array of regulations the modern organization needs to be able to disseminate information throughout the organization and ensure, through records, that the information has been received, and importantly, understood. Online questionnaires can offer an organization a cost effective method to meet many of their obligations.

Keeping the Initiative – It is always better for management to ask than be told. By conducting regular employee surveys management are able to keep the initiative in trying to identify problems that may otherwise manifest into demands.

Considerations

Management Backing – A survey that is both sanctioned and has the support of senior management will go a long way in ensuring that any action required, based on the survey findings, will be implemented.

Ask the right questions – Consider careful the questions being asked. If the survey is perceived by employees of just trying to tick the right boxes the survey could result in more negative attitudes.

An annual survey should ask questions that will provide senior management with an overall health check of the organization.

Avoid questions that will only apply to specific departments or personnel. Where there are areas of the organization that would appear to require detailed investigation consider running a further survey that can be focused towards specific personnel.

Incentive – Most employees will feel that by being able to give their opinions that they are already stakeholders in the exercise and will be happy to participate in the survey as they will expect to benefit from the process.

However, to help improve the overall response rate some incentive could be used and it could also be used to encourage early participation.

Smaller incentives could be handed out to all employees or all participating employees could be entered into a lottery to receive a more substantial prize.

Anonymous – The decision to allow respondents to remain anonymous or not needs careful consideration. A survey that is conducted anonymously may allow employees to be more candid, however, anonymity may encourage some individuals to make wild accusations that can not be substantiated and cause considerable concern. It is often better to keep everything ‘on the record’ rather than ‘off the record’.

Where survey respondents are known there is the opportunity to chase for surveys that have not been completed and also to follow up on some issues directly with those employees who have raised them as problems.

Comments – Keep free text comments to a minimum because they are difficult and time consuming to measure and analyze.

Consider limiting free text comments to one at the end of the survey or, in the case of surveys that are not being conducted anonymously, allow for a post-survey follow-up to obtain more information where additional and more specific detail is required.

Risks

Management – Some managers can regard any form of employee consultation as a sign of weakness and may have a tendency to dismiss out of hand any negative comment.

Warts and All – A survey is likely to reveal warts and all. Senior management may need to prepare themselves for the revelation that the top down view may differ considerably from the bottom up view and that once problems had been identified they will not be able to claim ignorance as an excuse to why they are not resolved.

Non-Action – Many employees will invest time and effort in participating in a survey and their hopes and expectations will be raised. If post-survey nothing is done to address the issues that have been raised by the survey then it is likely to result in employees developing a cynical attitude and make them less likely to want to participate in any future initiatives to obtain employee feedback.

Management should be prepared to formally recognize and respond to any issue that is raised as a result of conducting a survey even if the demands of employees are not to be met. If the senior managers have previously agreed to address and resolve some issues then that action should have at least been started before any further surveys are scheduled.

Can Cause Problems – Where surveys reveal, or bring problems, to the surface there could be a tendency for senior management to blame the messenger.

Summary

There are considerable benefits in conducting regular online employee surveys, but for them to be effective important considerations need to be made upfront. Employees can find responding to surveys therapeutic but it is the post-survey analysis and the management’s response and action that will ultimately determine how useful and effective the process has been.

For a sample employee satisfaction survey: Employee Satisfaction Poll

Try taking the coachability assessment to see if coaching is right for you.

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Getting Employee Satisfaction

By admin1 · Comments (0)

Wednesday, July 1st, 2009

I am not happy. My chair has just broken and the printer has still not been fixed. The company is falling apart. My boss is okay but has no clue what is going on.

I went for a drink with some of the guys last night after work. No one is happy and Sally from Accounts says that she has just about had enough and is thinking of asking for a rise and if they don’t give it to her she is going to quit.

The management here just don’t have a clue, we are hemorrhaging money through our inefficiencies and they think that sending out memo’s telling us that they are introducing new procedures for claiming expenses is going to make a difference – whoopee do.

I think I’ll ask for a pay rise, if Sally from Accounts can get one I can.

There was a new person that started last month, no one bothered to introduce them and they were given a job that they had no clue how to do; why didn’t they ask me to look after him? For a start I could have let them know them a new set of plans have been released so even if they did know what they were doing the drawings they are using are out of date anyway. Sometimes I don’t know why I bother turning up.

And on it goes.

When a company loses touch with their employees these are the sort of thoughts that start to play on the minds of individuals; the lack of appreciation, a broken chair, the blaming of ‘management’, even questioning the futility of what they are doing. Minor problems fester and a cynical and negative mindset develops. Can you be sure that this isn’t the sort of thing that is going on right now in your organization?

Social events outside the office become nothing more than a forum for complaints and negativity grows among people who feel powerless to effect change. Diverse frustration will often amalgamate into a demand for an increase in remuneration, as though like a cheap fix more money will briefly reduce the pain.

If ignored by management the concerns of this employee will inevitable find empathy with their colleagues own individual concerns, where the only common demand might well be a demand for an increase in remuneration, more paid holidays and a reduction in working hours, all of which will not fix the broken chair, ensure that new personnel are in future properly introduced, trained and managed nor help management identify areas of inefficiency.

Organizations have a habit of pigeon holing people, physically through offices, cubicles or workstations and also in terms of responsibility. With strong and effective management to support this structure it can be productive, but as an organization grows, weak or inappropriate management can infiltrate the management chain and it is only to then be expected that cracks will begin to appear.

From the top down all can appear rosy in the corporate garden as the weak and inappropriate manager reports that all is well in the engine room, oblivious to the fact that their coal stocks might be dwindling.

A very skewed view can be the result of relying on a limited number of indicators, just as a one eyed person finds judging distance difficult. Good management will therefore establish procedures that sample the mood throughout the organization from different perspectives providing a rounded picture.

The benefits of establishing good, frequent and extensive communication channels are both direct and indirect.

Greater respect will be given to a senior management team that is known to have their ear to the ground and where they keep the middle management honest by knowing that middle managers can no longer shrug away the senior manager’s searching inquiry “How is everything going?” question with a glib “Fine”; In my book if someone says “fine” you have to ask if they really know what is going on.

Most principals of an organization will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online employee surveys they can achieve the same benefits.

Online surveys are the perfect mechanism for establishing effective employer/employee communications. Using a survey hosting service they can now be created and published with speed and ease.

Surveys can be deployed in seconds by utilizing the Internet and intranet, they can be completed easily by employees and the results analyzed in real-time exposing the ‘problems’ and giving early warning towards common themes of dissatisfaction.

With their ability to get to the heart of an organization online employee satisfaction surveys can confirm that all is well in the engine room and that there is sufficient fuel to keep it running.

Online surveys provide many benefits, not only do they help identified concerns, but the employees voices are heard and their views, right or wrong, have a forum.

Although online surveys will not on their own resolve problems they do help identify the concerns of the employees and that in turn gives senior management the opportunity to fix the problems that need fixing, if people then do decide to leave the organization they will hopefully be doing so for the right and not wrong reasons.

The grass may always appear greener on the other side but the drivers that cause good people to leave a company is rarely just a monetary concern (although this can often cited as the reason) but more often to do with one or more of the following:-

the working environment;
a lack of accomplishment
insufficient training and feedback;
lack of a career path;
over worked;
lack of trust and respect with the senior management.

Good communication between the employer and employee can help identify the individual and common concerns of the employees and will give the senior management team the opportunity to address root problems and not just the symptoms of employee dissatisfaction, enabling them to demonstrate to their employees that they are valued as an important resource.

Each individual organization needs to customize their own employee survey so that it is relevant for them. To get an idea as to how effective online surveys can be try completing the sample employee satisfaction survey, then view the results of the satisfaction survey and just think of the benefits to management being able to measure so easily the heart beat of the organization.

Try taking the coachability assessment to see if coaching is right for you.

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Categories : Surveys

A Guide to Employee Satisfaction Surveys

By admin1 · Comments (0)

Thursday, June 11th, 2009

The benefit of deploying an employee survey on an annual basis has for a long time been widely accepted but many organizations are reluctant to conduct them due to the amount of effort that is required.

Many organizations who have conducted their own internal employee satisfaction surveys use word-processors to design and compile a survey, then go through the effort of printing and distributing the survey and invest time chasing and collecting the completed surveys and then more time transferring the survey response information into a meaningful management report.

Fortunately with the introduction of the Internet and hosted survey websites what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.

Document here is a step by step guide to help implement a survey that will bring considerable benefits to any organization.

Step 1 – Identifying the Need

There are many reasons an organization might benefit from a survey. Listed here are a few of the common reason why employee satisfaction surveys are conducted.

Event Driven

If your organization is about to embark, or is going through, a process reengineering program a series of employee surveys can assist in managing the change program, measure the effectiveness of the change, help to deliver a ‘message’ and gather valuable feedback throughout the change cycle.

For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.

If an organization is suffering from poor moral stemming from either internal or external influences an employee survey can be used to identify what the specific concerns of employees are so that those concerns can be properly addressed.

An employee survey can help an organization identify the underlying cause of employee unrest that may results in an increase of staff turnover and through the survey findings help find solutions.

Periodically

As part of a periodic assessment, surveys will assist an organization in regularly reviewing their employees and monitoring an individual’s job satisfaction, training and career development.

Employee surveys offer the senior management the opportunity to look at the soft underbelly of their organization and will help them confirm, or otherwise, that their ‘top down’ view of the organization matches the reality and the ‘bottom up’ perspective.

With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.

Step 2 – Management Buy-In

Although having management buy-in to a survey is always desirable and in some cases it may prove essential to ensure it is a success, in some instances the results of a survey that may not have had full management support at the start could lead to kick-starting a management that has grown complacent and detached from their employees.

Some senior management teams will recognize and drive the need for employee surveys, while other management teams may need to be convinced of the direct and indirect benefits an employee survey will bring.

The degree that management commit to an employee survey will have a bearing on the nature of the survey and to some extent will help determine what questions.

A management that is supportive of the initiative may require feedback on specific areas of the business or they may give the go ahead because they feel confident that the results will only confirm that the level of employee satisfaction throughout the organization is high.

It is good practice to get management to buy-in to the employee survey from the start as it is they who have the most to gain and it is also they who are in a position to make any change that is later identified as being required.

Step 3 – Designing The Survey

Compiling an effective survey can take some time and effort but by applying the basics of good survey design and focusing on ‘need to know’ questions and removing the ‘nice to know’ a survey will rapidly take shape.

Determining the exact questions that should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.

While considering what questions to ask give consideration to how the results are to be analyzed. For example there is nearly always a wish to ask for individual comments but these free text answers can be very time consuming and cumbersome to analyze and should therefore be used very sparingly.

With online surveys it is generally better to do a few smaller surveys than one very long survey as the longer the survey the higher the drop out rate will be.

Step 4 – Proof Reading And Testing

Grammar, Spelling And Clarity

Before publishing the survey make a careful check for spelling and typing mistakes and incorrect grammar. If available it is always better to have someone who has not been involved in designing the survey to proof read the survey with clean eyes, if no one is available try to take a break before checking through the survey again.

Say What You Mean And Mean What You Say

When checking the survey consider the survey from the respondent’s viewpoint, you may know what you mean by each question but will the employee?

Allow The Employee To Answer Truthfully

Where the employee will be required to choose from a number of available responses, closed questions, have you allowed the employee to answer accurately? Make use of answer response options like ‘No Comment’, ‘Not Applicable’ or ‘Don’t know’ where you want to make the question mandatory but the employee may not be able to answer.

Consider allowing the employee to include an ‘Other’ answer but also appreciate that ‘Other’ answers will add to the complexity when analyzing the survey results.

Don’t Insist on a Response to Questions that may not have one

Check that for any questions that you have made mandatory you do require an answer, for example open questions such as asking for additional comments should not be mandatory unless you definitely require the respondent to write a comment.

Check the Result Data can be Properly Analyzed

Make another check of the survey but this time examine how the results of the survey will be analyzed. Consider how you are likely to want to analyze the survey data, have you asked the right questions to be able to perform detailed analysis? For example if you want to be able to view the detailed response data from the perspective of the different departments, or maybe gender, check you have asked the employee to indicate their own department and/or gender.

Don’t Ask More Questions than you Need to

Consider all the questions in the survey and ensure that they are all ‘need to know’ questions.

Test The Link And Try Completing The Survey

Publish the survey and then send the survey’s link to a number of people who will be willing to test the survey. By completing the survey yourself you will get a feel for how the respondent will view the survey. From your own and others feedback stop and make adjustments to the survey as required.

Repeat this process until you are happy with the survey.

Check The Data

Take the time to view the online results of the test data and ensure that the data is being collected and can be analyzed in a manner that will give meaningful results.

Step 5 – Promoting And Deploying The Survey

Where all or the majority of employees have access to the internet or company intranet deploying the online survey is as easy as ABC, either via email or by establishing a link to the survey from your own website or Intranet.

Where there are some or many employees that do not have direct access to the internet there are a number of alternatives that can be used from issuing the survey in printed form, providing a shared terminal or giving them an incentive to complete the survey at home.

Anonymous Responses?

There is a choice to allow all surveys to be completed anonymously. A survey where respondents are allowed to be anonymous may encourage employees to speak their minds promoting ‘a warts and all’ approach, in turn giving management an opportunity to address potentially serious problems before it is too late.

However, allowing anonymous comments also allows employees to be more flippant and cavalier with their responses. Some organizations may only wish to take account of the views of those employees that are prepared to stand by their convictions and that will also allow the organization to follow up the specific concerns of individual employees.

The decision to allow anonymous responses or not will, among other factors, be down to the individual organization, the specific nature of the survey, the surrounding circumstances, the management style and the existing employer/employee relationship.

Step 6 – Monitoring The Survey

While the survey is in progress you will be able to view the summary results online and also monitor in real-time the number of surveys that have been both started and completed.

If after a few days the number of completed surveys falls short of the expected target it is advisable to send periodic reminders to employees asking them to complete the survey.

Step 7 – Analyzing the Results

When it comes to analyzing the results data there are no hard and fast rules. Much will depend on the specific survey, the questions that are asked and the number of responses that are received.

The majority of surveys will benefit from the results being displayed as a chart as well as tabular form.

On the proviso that the right questions have been asked a number of ‘headline’ results will often stand out when the survey data is first analyzed that can provide you with an overview and an assessment of the general mood of the organization.

In areas where the results indicate areas of concern a more detailed analysis may be advisable. For example if employees were asked if they felt the organization provided equal opportunities to both genders it would be useful to have a gender split and if say 25% gave a negative response the ability to drill down further to see what the gender split was of the 25% that answered negatively. Was any negative view shared by employees of both genders, is it a view held throughout the organization, or is it one that is limited to a particular gender and/or a particular department?

There is a method of reporting that presents the result data in tabular and/or graphical form allowing those who are interested in the results to view the raw data.

Often used as a complement to the first, another method is to interpret the results and provide an analysis of the data and offer a view as to what the meaning is behind the results, what circumstances may have contributed to the results being as they are and, where the results indicate a negative, what initiatives could be taken. Such analysis if done by a single individual is likely to be very personal, if done by a committee it is still likely to be objective and therefore open to interpretation.

Step 8 – Further Action

Probably the most important step is the last. The results of an employee survey will either confirm that the perfect organization really does exist or, and more likely, it will by the individual and common concerns that are raised identify the areas that are less than perfect.

It may prove necessary to conduct further, more detailed surveys, to target specific areas. For example the survey may reveal that employees working in a particular department are collectively unhappy, but the reasons for their dissatisfaction may not be clear. A highly focused follow-up survey may help reveal the root causes.

When employee surveys are run on a regular basis an organization that has a track record of addressing the issues highlighted by surveys will see their efforts rewarded in the results of subsequent surveys. Almost all organizations have some problems and it helps an organization’s moral to see that a channel is available that will allow problems to be highlighted, addressed and resolved.

Summary

It is hoped that these guidelines will help an organization conduct successful employee satisfaction surveys, they are however, only a guide.

Each organization is different in style and structure and the organizations ‘personality’ will go someway to influencing the tone and nature of the survey and organizations will have many different circumstances and primary reasons for conducting a survey.

By utilizing existing technology and conducting surveys online you are now able to monitor the heart beat of an organization, quickly, easily and, by using websites like www.surveygalaxy.com, at minimal cost.

Try taking the coachability assessment to see if coaching is right for you.

To subscribe to his newsletter go to: http://jaucoandassociates.com/subscribe.html

The Importance of Employee Satisfaction and Exit Surveys

By admin1 · Comments (0)

Wednesday, June 10th, 2009

If businesses that strives to become more streamlined and productive are not careful their efforts to become more competitive can result in a workforce that is working under pressure which in turn could cause low moral and possibly a high staff turnover. The benefits of an organization having a highly motivated workforce can be considerable and the two goals of having employees that are both motivated and productive should not be regarded as being mutually exclusive to one another.

If problems are left unresolved then companies run the risk of alienating their employees and events can then cause employee frustrations to boil over resulting in managers finding themselves on the back foot, faced with problems that cannot be ignored.

In an ideal world employers would take time to understand the needs of their employees and learn from their experiences of working on the front line, but employers are often themselves tied up day to day fighting their own fires.

Online surveys can automate the intelligence gathering process allowing the collated data to be instantly analysed thereby providing the management with a low cost and effective method to help towards achieving a pleasant working environment with the aim of promoting employee satisfaction while still ensuring that productivity is high.

Dissatisfied & unproductive

There are a plethora of reasons why employees may become dissatisfied with their job that can result in them channelling their frustrations into demands for higher salaries and reduced hours. Managers who tackle problems thinking it is all about salary and hours, will often find later that they have been dealing with the symptoms and not the root cause.

Not just about the money

The following is a list of common barriers that will prevent an organization from achieving an increase in productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-

Inadequate training
Out of touch management
Out of date working methods
Lack of proper tools and equipment

The solution to an employee’s problems is not always through the awarding of higher salaries. There have been many studies made that have found that the level of financial reward is rarely the main motivator towards job satisfaction.

Take the case of a single mother who is juggling a full time job with the need to look after a child. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the business, may be more flexible working hours.

Communication is what it is all about

It is important for any organization to encourage communication. Without good communication between personnel and management, or where management wait until problems are raised, management may assume that they have a content workforce when in actual fact the opposite is true. It can take only one aggrieved employee with one small problem for an entire workforce to develop a destructive ‘them and us’ attitude.

Improving communication

Meeting one on one between the employer and employee would be ideal but really it is only a practical solution for smaller companies.

Regular meetings between management and worker representatives are good in theory but they often become talking shops and can begin to lose their edge as the participants become familiar with one another and the forum runs the risk of being hijacked by the more extrovert personalities.

Suggestion boxes can be useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.

Newsletters can provide a positive contribution but they only offer one way communication and their primary function is to inform and not discuss employee issues.

Keeping the initiative

An employee satisfaction survey run on a regular basis is able to ask each employee specific questions and represents a pro-active management initiative where the whole workforce can be consulted on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.

Consultation should not be seen as a sign of weakness, a confident manager will often take counsel from others before making a decision. By retaining the initiative and conducting a survey the employer is able to tackle problems from a position of strength as opposed to waiting for problems to arise and develop out of proportion.

Leave a small problem unresolved and it can lead to a situation where a minor problem might just break the camel’s back and the mood of the employees change from positive to negative over night.

Easy and quick

For most companies online surveys represent a proactive and low cost solution. They are quick to design and for the majority of companies, where most of the personnel have desktop computers, they are also quick to deploy direct to the individual.

In situations where individuals do not have personal access to a computer there are still many options available to implement the online survey solution such as giving access to a shared computer, operator input or, as a last resort, a hardcopy survey.

Job satisfaction

There are a number of elements that combined will provide an employee with job satisfaction, from company ethics, working environment, methodology and ethos to having good and effective management. Job satisfaction brings benefits through improved productivity and motivation from a workforce that feels that they are treated as individuals and not a commodity item.

Inform and educate

An often overlooked benefit of online surveys is that they can be used to educate and pass on important information to the workforce, ensuring that the ‘message’ does not become corrupted as it is handed down by the phenomenon of Chinese whispers.

An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative; it is more likely they will feel informed and empowered and that might be enough to unite the workforce and turn a negative problem into a positive challenge.

Exit surveys

Exit surveys are a good way for management to ensure that when people leave the organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.

Analysing the results

Having consulted with the workforce using an online survey the results are available for instant analysis. Common and specific problems can be identified and the senior management informed who then will have the chance to address the issues that have been raised.

Summary

Used regularly online surveys represent a simple and productive method of taking the pulse of an organisation and an easy way to establish a two way communication channel between employer and employee with the results providing management with vital, accurate and significant information.

For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey

For a sample Employee Exit survey:- Employee Exit Survey

Try taking the coachability assessment to see if coaching is right for you.

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Archive for Surveys

The Advantages, Considerations and Risks of Employee Satisfaction Surveys

Considerations

Risks

Summary

Getting Employee Satisfaction

A Guide to Employee Satisfaction Surveys

The Importance of Employee Satisfaction and Exit Surveys

Dissatisfied & unproductive

Not just about the money

Communication is what it is all about

Improving communication

Keeping the initiative

Easy and quick

Job satisfaction

Inform and educate

Exit surveys

Analysing the results

Summary

Insights Newsletter

Categories

Testimonials

Calendar of Articles

Most Popular

Coaching for Success

Archive for Surveys

Problem Solving Sooner Than Later

The Advantages, Considerations and Risks of Employee Satisfaction Surveys

Considerations

Risks

Summary

Getting Employee Satisfaction

A Guide to Employee Satisfaction Surveys

The Importance of Employee Satisfaction and Exit Surveys

Dissatisfied & unproductive

Not just about the money

Communication is what it is all about

Improving communication

Keeping the initiative

Easy and quick

Job satisfaction

Inform and educate

Exit surveys

Analysing the results

Summary

Insights Newsletter

Categories

Testimonials

Calendar of Articles

Most Popular

Most Popular Tags

Coaching for Success