The most important precondition for an efficient job performance is being satisfied with it. If one is going to spend eight hours (on average) at work every day, then one should feel happy there. How many of your employees love their jobs? In order to create a happier workplace, you should know if your employees are satisfied with the work environment, their experiences with management, and their responsibilities and roles. Instead of trying to guess how they feel, use an employee satisfaction survey to find out how happy they really are at their workplace.
There are different employee surveys that can be used for learning about topics related to employee satisfaction, morale, and involvement with the organization. Work environment, career development, wellness programs, managers’ performance, compensation, health benefits – these are areas that can be investigated with a properly designed employee satisfaction survey. The more you know about how they feel, the easier it will be to ensure their satisfaction.
Asking the right questions is as important as the way these questions are asked. As an employer, you want to get as many reliable responses on how things are going at work as possible. In order to conduct a successful employee survey, you need to:
Employees have differing motivations, so if you run an employee-oriented company, what are the chances to use the info negatively? Employees have to learn that they can trust their employer regarding the use of information, so you should start with an open process. They should be explained that the purpose of sharing that information is for the common good, to help the company make positive progress.
Let a small group of employees do this, because no one is more familiar with your company culture than the ones who work there every day. These questions will relate to the challenges, likes, and dislikes that your employees might experience at the workplace. After you’ve determined the topics, develop the questions, which should be carefully evaluated to make sure they’re not open to interpretation, vague, or leading to the desired response. This is why creating a survey shouldn’t be developed by unqualified individuals.
An employer doesn’t need to know who made what kind of observation, but wants to know that 5 versus 35 employees have made the observation. Make sure that you have access to the data and its analysis (graphs, charts, and correlation analysis), because it will allow you to assess the degree to which differing opinions permeate your workforce. This way, employers can make their own assessments of employee satisfaction.
Employees should never self-select for this kind of participation. If they do, you’ll find that very satisfied or less satisfied employees are the ones who are eager to sign up for it, or only those who are comfortable expressing their opinions, while those less communicative will remain unrepresented. This will eventually lead to unrealistic findings; thus, participants should be selected randomly or by external consultants for reliable and valid results.
For conducting an employee satisfaction survey, you can use a sophisticated process, an online survey, or a simple paper-and-pencil instrument. The important part of the process is to ask true and tried questions, and process the gathered data the right way. If you ignore the important factors discussed in this article, there is a risk of obtaining a false understanding of your employees’ job satisfaction. The survey producers or facilitators should be skilled and experienced professionals who should make sure that the results don’t skew positively or negatively.
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