Dear All,
I'm working as a HR in a company with employee strength of about 200 people. My Director has asked me to design a feedback form for the employees, about the company, he wants to know how the employees rate the company in its various aspects and wants to invite suggestions to improve. Kindly help what all aspects should I include in this feedback form.
Please guide me on the same...
Regards,
Shikha
From India, Suri
1I'm working as a HR in a company with employee strength of about 200 people. My Director has asked me to design a feedback form for the employees, about the company, he wants to know how the employees rate the company in its various aspects and wants to invite suggestions to improve. Kindly help what all aspects should I include in this feedback form.
Please guide me on the same...
Regards,
Shikha
From India, Suri
Dear Shikha,
Recently there was extensive discussion on the query similar to yours. Check the following link:
https://www.citehr.com/480086-questi...scomforts.html
All the best!
Dinesh Divekar
dineshdivekar(at)yahoo.com
From India, Bangalore
Recently there was extensive discussion on the query similar to yours. Check the following link:
https://www.citehr.com/480086-questi...scomforts.html
All the best!
Dinesh Divekar
dineshdivekar(at)yahoo.com
From India, Bangalore
Dear Ishwinder Singh,
Thanks for sharing the form. I have gone through it. It is quite exhaustive.
However, I have one different question. Have you used this form in your organisation? If yes, then what was your experience? Was there challenge of misinterpretation?
To give example, let me quote Sl No. 1.2 It says "Attitude of the HOD towards me.". Now suppose if the HOD is stickler for quality, he/she is disciplinarian but lacks interpersonal skills. Possibly, the subordinates will concentrate their rating based on his/her behaviour rather than his/her other qualities. If this thing happens then will you be able to capture actual feedback?
Come to Sl No 1.3 It says "Freedom by Dept Head/Top Management to take initiative in my job." Now suppose HOD feels that the subordinate is immature or incapable to handle the job but junior feels he/she is capable". Now will the lack of self-awareness of junior distort his/her rating?
The post is being raised to seek clarification only and not to contradict with the contents of the form that you have given.
Thanks,
Dinesh V Divekar
From India, Bangalore
Thanks for sharing the form. I have gone through it. It is quite exhaustive.
However, I have one different question. Have you used this form in your organisation? If yes, then what was your experience? Was there challenge of misinterpretation?
To give example, let me quote Sl No. 1.2 It says "Attitude of the HOD towards me.". Now suppose if the HOD is stickler for quality, he/she is disciplinarian but lacks interpersonal skills. Possibly, the subordinates will concentrate their rating based on his/her behaviour rather than his/her other qualities. If this thing happens then will you be able to capture actual feedback?
Come to Sl No 1.3 It says "Freedom by Dept Head/Top Management to take initiative in my job." Now suppose HOD feels that the subordinate is immature or incapable to handle the job but junior feels he/she is capable". Now will the lack of self-awareness of junior distort his/her rating?
The post is being raised to seek clarification only and not to contradict with the contents of the form that you have given.
Thanks,
Dinesh V Divekar
From India, Bangalore
As a matter of interest, can anyone tell me why Management bothers to conduct surveys?
It has been my experience, and I am sure the experience of a lot of other members here, that these surveys are not worth the paper they are printed on.
For starters, most employees will NOT tell management how they really feel about a range of issues. They want to keep their job. Telling management you are not happy about something, is almost certain to be career limiting.
Secondly, management tend to ignore anything they don't want to hear.
Thirdly, implementing change costs money, be it in redesigning work practices, changing office layouts, sacking and paying out unproductive people, getting rid of managers who the staff hate with a passion, etc etc. No organisation wants to spend money on these sorts of things, because they are too short sighted to see that a happy workforce will lead to a better bottom line down the track, i.e. there is no immediate payoff for the expenditure.
The organisation I currently work for, has a big staff survey every 12 months. The 2013 Survey highlighted many shortcomings, one of which was bullying, which presented management with a very concerning state of affairs. What do you think management has done about this? You already know the answer to that.
If management is serious about these sorts of surveys, they need to be conducted by an independent organisation who has the skills and expertise to do this sort of work. Then the results need to be fed back to management WITHOUT any form of identification as to who said what.
Finally, it takes a very forward thinking and enlightened management structure to take criticism on board, AND make a concerted effort to fix the problems.
That's not something I ever expect to see in my lifetime. I hope you have better luck.
From Australia, Melbourne
It has been my experience, and I am sure the experience of a lot of other members here, that these surveys are not worth the paper they are printed on.
For starters, most employees will NOT tell management how they really feel about a range of issues. They want to keep their job. Telling management you are not happy about something, is almost certain to be career limiting.
Secondly, management tend to ignore anything they don't want to hear.
Thirdly, implementing change costs money, be it in redesigning work practices, changing office layouts, sacking and paying out unproductive people, getting rid of managers who the staff hate with a passion, etc etc. No organisation wants to spend money on these sorts of things, because they are too short sighted to see that a happy workforce will lead to a better bottom line down the track, i.e. there is no immediate payoff for the expenditure.
The organisation I currently work for, has a big staff survey every 12 months. The 2013 Survey highlighted many shortcomings, one of which was bullying, which presented management with a very concerning state of affairs. What do you think management has done about this? You already know the answer to that.
If management is serious about these sorts of surveys, they need to be conducted by an independent organisation who has the skills and expertise to do this sort of work. Then the results need to be fed back to management WITHOUT any form of identification as to who said what.
Finally, it takes a very forward thinking and enlightened management structure to take criticism on board, AND make a concerted effort to fix the problems.
That's not something I ever expect to see in my lifetime. I hope you have better luck.
From Australia, Melbourne
Hi
I think you want to employee feedback related to company facility, senior behavior etc. i m sending u a feedback survey form. may this will be helpful to you.
In this attached excel sheet you will get completely analysis which was done in our company.
Sandeep Tomar
From India, Delhi
I think you want to employee feedback related to company facility, senior behavior etc. i m sending u a feedback survey form. may this will be helpful to you.
In this attached excel sheet you will get completely analysis which was done in our company.
Sandeep Tomar
From India, Delhi
Hi Parnali, If you see in this file you will get form in both language (Hindi & English). anyway i m again sending you form in English language or hope it will be useful to you. Sandeep Tomar
From India, Delhi
From India, Delhi
Sorry please ignore my previous post in which i was forget to attached file Sandeep Tomar
From India, Delhi
From India, Delhi
Hi I want to know that when hr department call to the new joinee than what ll be the questions for new joinees feedback during 15days , 2months n after 3 months of joining . Deepika
From India, Delhi
From India, Delhi
Hi,
Basically the questions will be related to your comfort at employers place, whether you have settled in the team and dept, whether you get the support of your Superior, colleagues etc. The purpose of those one to one session with HR is to share your feedback, to discuss any issues facing with the new employer, help or support needed etc.
From India, Madras
Basically the questions will be related to your comfort at employers place, whether you have settled in the team and dept, whether you get the support of your Superior, colleagues etc. The purpose of those one to one session with HR is to share your feedback, to discuss any issues facing with the new employer, help or support needed etc.
From India, Madras
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