Hi,
I am trying to get feedback from my employees about what they think needs to be changed in the present scenario and also find out their satisfaction level at the organization. Can somebody help me with some formats? Is it a good practice for the HR to be asking for such feedback openly?
Looking forward to your guidance.
Thanks and regards,
Kavitha H N
From India, Bangalore
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I am trying to get feedback from my employees about what they think needs to be changed in the present scenario and also find out their satisfaction level at the organization. Can somebody help me with some formats? Is it a good practice for the HR to be asking for such feedback openly?
Looking forward to your guidance.
Thanks and regards,
Kavitha H N
From India, Bangalore
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Hi Kavita,
It's a very good idea for an HR person to implement an exercise such as the one you described in your mail. However, there are some hitches:
1) Not many employees will be forthcoming on very critical issues that require immediate attention because there is a confidentiality agreement to protect them.
2) What comes out of such a study carried out by HR are just some soft issues that are normally expected and would not require a study of such a scale.
I mentioned the above since I am an HR consultant and have carried out such studies for my clients, even with blue-collar workers in a factory. I have seen that having an external resource always helps because it is very reassuring for the employees, and one gets an insight into matters you may not have thought exist.
My views may differ from yours. If you ever want any assistance, you can email me at vkapadia@acumen.co.in.
Warm regards, Vivek Kapadia
From India, Pune
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It's a very good idea for an HR person to implement an exercise such as the one you described in your mail. However, there are some hitches:
1) Not many employees will be forthcoming on very critical issues that require immediate attention because there is a confidentiality agreement to protect them.
2) What comes out of such a study carried out by HR are just some soft issues that are normally expected and would not require a study of such a scale.
I mentioned the above since I am an HR consultant and have carried out such studies for my clients, even with blue-collar workers in a factory. I have seen that having an external resource always helps because it is very reassuring for the employees, and one gets an insight into matters you may not have thought exist.
My views may differ from yours. If you ever want any assistance, you can email me at vkapadia@acumen.co.in.
Warm regards, Vivek Kapadia
From India, Pune
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Hi I fully agree to what Vivek had stated.Its evry good to take feedback to improve. But Feedback followed by action is a must.Otherwise it loses its value. Thanks
From India, Ghaziabad
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From India, Ghaziabad
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Feedback, coupled with a Suggestion Program, might be a more acceptable approach for the employees. Plain feedback alone might not seem impactful to them, leading to passive responses. By soliciting feedback along with related suggestions, employees are prompted to actively engage and think about potential improvements. This proactive approach also deters employees from offering meaningless criticism, as the focus shifts towards providing constructive feedback through suggestions.
You may want to consider experimenting with this style of feedback collection. Comments and suggestions are welcomed regarding this Line of Thought.
... shoOOonya ...
From Switzerland, Geneva
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14You may want to consider experimenting with this style of feedback collection. Comments and suggestions are welcomed regarding this Line of Thought.
... shoOOonya ...
From Switzerland, Geneva
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Hi Kavitha,
"I am trying to get feedback from my employees about what they think needs to be changed in the present scenario and also find out their satisfaction level at the organization. Can somebody help me with some formats."
Ask questions on issues like what they expect from the company and what areas they would recommend to be addressed. Questions on issues like salary, culture, learning organization, quality of Top Management, relationship with bosses, peers, and subordinates, etc., can be rated on the basis of a scale - Excellent, satisfactory, Not good at all. Provide a space for writing additional comments on the parameters rated not satisfactory.
"Is it a good practice for the HR to be asking for such feedback openly?"
Absolutely yes, and make sure that it is conducted on the basis of anonymity, and HR has to know how the organization fares on these parameters. HR has to take proactive measures and tackle the burning issues with the consent of Top Management; otherwise, you would have letters of resignations on your desk!!
Cheerio,
Rajat
From India, Pune
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"I am trying to get feedback from my employees about what they think needs to be changed in the present scenario and also find out their satisfaction level at the organization. Can somebody help me with some formats."
Ask questions on issues like what they expect from the company and what areas they would recommend to be addressed. Questions on issues like salary, culture, learning organization, quality of Top Management, relationship with bosses, peers, and subordinates, etc., can be rated on the basis of a scale - Excellent, satisfactory, Not good at all. Provide a space for writing additional comments on the parameters rated not satisfactory.
"Is it a good practice for the HR to be asking for such feedback openly?"
Absolutely yes, and make sure that it is conducted on the basis of anonymity, and HR has to know how the organization fares on these parameters. HR has to take proactive measures and tackle the burning issues with the consent of Top Management; otherwise, you would have letters of resignations on your desk!!
Cheerio,
Rajat
From India, Pune
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It is really great that you are thinking about taking feedback from employees! Such kind of exercises are good provided employees:
1. have confidence in HR as such.
2. have witnessed in the past that HR really is doing something to help or support them.
3. find that HR is there for them anytime and there are no biases against them.
4. See HR in action!!!!
The prerequisite for taking feedback is that top management also feels and understands the importance of taking feedback and based on its analysis, is ready to take corrective measures! Otherwise, this wonderful exercise can be futile, and any such future measure will be just reduced to mere paperwork! These are my own views!!!!
From India, Pune
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1. have confidence in HR as such.
2. have witnessed in the past that HR really is doing something to help or support them.
3. find that HR is there for them anytime and there are no biases against them.
4. See HR in action!!!!
The prerequisite for taking feedback is that top management also feels and understands the importance of taking feedback and based on its analysis, is ready to take corrective measures! Otherwise, this wonderful exercise can be futile, and any such future measure will be just reduced to mere paperwork! These are my own views!!!!
From India, Pune
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Hi all,
Can anybody help me out with my assignments? There is a question asking, "Is Span of Control being replaced by Span of Communication due to changes in Organizational Structure? Do you agree? Give your reasons."
It would be of great help to me if some of you could share your views regarding this topic.
Looking forward to your replies.
Amrita
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Can anybody help me out with my assignments? There is a question asking, "Is Span of Control being replaced by Span of Communication due to changes in Organizational Structure? Do you agree? Give your reasons."
It would be of great help to me if some of you could share your views regarding this topic.
Looking forward to your replies.
Amrita
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Hi Kavitha,
It will be best if you start with a job satisfaction survey. You will find a good questionnaire for it on www.hr-guide.com. Also, you can implement a suggestion scheme, which should be reviewed every month.
Regards,
Ashit
hrdude79@yahoo.com
From India, Mumbai
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It will be best if you start with a job satisfaction survey. You will find a good questionnaire for it on www.hr-guide.com. Also, you can implement a suggestion scheme, which should be reviewed every month.
Regards,
Ashit
hrdude79@yahoo.com
From India, Mumbai
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Although the Grapevine can be dangerous "sometimes", but if you can access information with your "ears and mind open", you will receive some feedback. Another method is to have an Open Feedback System, like a suggestion box where any person can submit their grievance without the need for identity.
I can confidently say that if you are working in an organization, you know what is happening and why. Therefore, HR managers should have a role in informing top management about it formally. Otherwise, "Chalti Ka Naam Gaadi Hai". :lol:
From India, New Delhi
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I can confidently say that if you are working in an organization, you know what is happening and why. Therefore, HR managers should have a role in informing top management about it formally. Otherwise, "Chalti Ka Naam Gaadi Hai". :lol:
From India, New Delhi
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Employees are often hesitant to express their true opinions about the company and their manager due to fear of negative consequences. However, cultivating a culture of honesty can significantly improve your company.
Ask Specific but Open-Ended Questions
When you ask for direct feedback from your workers, they may not be very enthusiastic. However, if you ask inquisitive and specific questions to invite their input, you will find them more willing to open up. Asking these questions allows your workers to openly express their opinions and insights.
Go Deeper
Ask "why" frequently. Try to get answers that go beyond the surface. Workers need to feel comfortable enough to share their valuable insights and ideas. Employees who do the daily work are those who can define the company and know it best. They are a mine of information and knowledge. Unless you are flying blind, just listen to them.
Listen Attentively
You can ask the right questions, but if you can’t listen to their responses effectively and act on them, your workers will quickly become disengaged and lose interest in answering your questions and providing critical feedback.
Set Expectations
Your workers may have different ideas about what is working and what is not. Make it clear that while you value their feedback, not all suggestions can be implemented at once. Tell them that you will look for patterns in their responses and try to address issues or concerns that seem to impact many of them.
Encourage Solutions
Asking questions is important to learning how well your company is meeting employee needs, but if you keep asking open-ended questions, you may find yourself entangled in a mass of problems. Encourage your employees to suggest solutions if they present an issue. Use probing questions to help them find a solution alongside you.
You might want to find more details at http://vnmanpower.com/en/right-quest...ees-bl279.html
Regards
From Vietnam, Hanoi
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Ask Specific but Open-Ended Questions
When you ask for direct feedback from your workers, they may not be very enthusiastic. However, if you ask inquisitive and specific questions to invite their input, you will find them more willing to open up. Asking these questions allows your workers to openly express their opinions and insights.
Go Deeper
Ask "why" frequently. Try to get answers that go beyond the surface. Workers need to feel comfortable enough to share their valuable insights and ideas. Employees who do the daily work are those who can define the company and know it best. They are a mine of information and knowledge. Unless you are flying blind, just listen to them.
Listen Attentively
You can ask the right questions, but if you can’t listen to their responses effectively and act on them, your workers will quickly become disengaged and lose interest in answering your questions and providing critical feedback.
Set Expectations
Your workers may have different ideas about what is working and what is not. Make it clear that while you value their feedback, not all suggestions can be implemented at once. Tell them that you will look for patterns in their responses and try to address issues or concerns that seem to impact many of them.
Encourage Solutions
Asking questions is important to learning how well your company is meeting employee needs, but if you keep asking open-ended questions, you may find yourself entangled in a mass of problems. Encourage your employees to suggest solutions if they present an issue. Use probing questions to help them find a solution alongside you.
You might want to find more details at http://vnmanpower.com/en/right-quest...ees-bl279.html
Regards
From Vietnam, Hanoi
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