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 is a good practise for the HR to be asking for such feedback openly.
Looking forward to your guidance.
Thanks and regards,
Kavitha H N
From India, Bangalore
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 is a good practise for the HR to be asking for such feedback openly.
Looking forward to your guidance.
Thanks and regards,
Kavitha H N
From India, Bangalore
Hi Kavita,
Its a very giood idea for an HR person implement an exercise such as the one you described in your mail. But there are some hitches:
1) Not many employees will be forthcoming on very critical issues that require immediate attention cause there is confidentiality agreement to protect them.
2) What comes out of such a study carried out by HR is just some soft issues which are normally expected and would not require a study of such a scale.
I said the above since I am a HR consultant and have carried out such studies for my clients, even with blue collared workers ina 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, you can differ. If ever you want any assistance, you can email me at
Warm regards,
Vivek Kapadia
From India, Pune
Its a very giood idea for an HR person implement an exercise such as the one you described in your mail. But there are some hitches:
1) Not many employees will be forthcoming on very critical issues that require immediate attention cause there is confidentiality agreement to protect them.
2) What comes out of such a study carried out by HR is just some soft issues which are normally expected and would not require a study of such a scale.
I said the above since I am a HR consultant and have carried out such studies for my clients, even with blue collared workers ina 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, you can differ. If ever you want any assistance, you can email me at
Warm regards,
Vivek Kapadia
From India, Pune
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
From India, Ghaziabad
Feedback coupled with a Suggestion Program might be a more acceptable thing for the employees.
Plain feedback might not seem to be making a difference according to them, resulting in passive responses. Asking for feedback and related suggestions make them actively think about things.
It also prevents employees from making / expressing meaningless criticism about things. This 'suggestion' angle leads to 'constructive criticism'.
You might want to experiment with this style.
Comments and suggestions invited on this LoT (Line of Thought)
... shoOOonya ...
From Switzerland, Geneva
12Plain feedback might not seem to be making a difference according to them, resulting in passive responses. Asking for feedback and related suggestions make them actively think about things.
It also prevents employees from making / expressing meaningless criticism about things. This 'suggestion' angle leads to 'constructive criticism'.
You might want to experiment with this style.
Comments and suggestions invited on this LoT (Line of Thought)
... shoOOonya ...
From Switzerland, Geneva
Hi Kavitha,
Ask questions on issues like what they expect from the company and what that 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 scale -Excellent , satisfactory , Not good at all. Provide a space for writing for additional comments on the parameters rated not satisfactory..
Absolutely yes and make sure that it is conducted on the basis of anonymity and HR has to know how does the organization fares on these parameters.
HR has to take pro-active measures and tackle the burning issues with consent of Top Management otherwise you would have letters of resignations on your desk!!
Cheerio
Rajat
From India, Pune
Ask questions on issues like what they expect from the company and what that 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 scale -Excellent , satisfactory , Not good at all. Provide a space for writing for additional comments on the parameters rated not satisfactory..
Absolutely yes and make sure that it is conducted on the basis of anonymity and HR has to know how does the organization fares on these parameters.
HR has to take pro-active measures and tackle the burning issues with consent of Top Management otherwise you would have letters of resignations on your desk!!
Cheerio
Rajat
From India, Pune
It is really great that you are (HR ) thinking about taking feedback from employees !
Such kind of excercises 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 MGMT. also feels and understand the importance of taking feedback and based on it's analysis are ready to take corrective measure !!!
Otherwise this wonderful excercise can be futile and any such future measure will be just reduced to a mere paperwork !!!
These are my own views !!!!
From India, Pune
Such kind of excercises 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 MGMT. also feels and understand the importance of taking feedback and based on it's analysis are ready to take corrective measure !!!
Otherwise this wonderful excercise can be futile and any such future measure will be just reduced to a mere paperwork !!!
These are my own views !!!!
From India, Pune
Hi all.......
can anybody help me out in my assignments.....
There is a question asking.....
Span of Control is being replaced by Span of communication due to change in Organisation Structure.Do You Agree?Give your Reason.
It would be of great help to me if some of you could share their views regarding this topic.
Looking forward for ur replies
Amrita
can anybody help me out in my assignments.....
There is a question asking.....
Span of Control is being replaced by Span of communication due to change in Organisation Structure.Do You Agree?Give your Reason.
It would be of great help to me if some of you could share their views regarding this topic.
Looking forward for ur replies
Amrita
hi kavitha
It will be best if you start with a job satisfaction survey.
You will find good questionnaire for it on www.hr-guide.com.
Also you can implement a suggestion scheme.which should be reviewed every month.
REgards
Ashit (
)
From India, Mumbai
It will be best if you start with a job satisfaction survey.
You will find good questionnaire for it on www.hr-guide.com.
Also you can implement a suggestion scheme.which should be reviewed every month.
REgards
Ashit (
From India, Mumbai
Although the Grapevine are Dangourous "Sometimes", but if you can access some information with your "ears and mind open", you will get some feedback.
Other method is to have Open Feedback System, Like a suggestion box where any person can submit their grievance without need of identity.
I can surely say that if you are working in an organisation, you knows what is happening and why?, so HR Managers should have some role to tell TOP management about it. Formally
Otherwise "Chalti Ka Naam Gaadi Hai". :lol:
From India, New Delhi
Other method is to have Open Feedback System, Like a suggestion box where any person can submit their grievance without need of identity.
I can surely say that if you are working in an organisation, you knows what is happening and why?, so HR Managers should have some role to tell TOP management about it. Formally
Otherwise "Chalti Ka Naam Gaadi Hai". :lol:
From India, New Delhi
Employees are often hesitant to raise their real opinions about the company and their manager. They are afraid of negative consequences. Still, cultivating a honesty culture will help out a lot in bettering your company. First, when you ask for direct feedback from your workers, they may not be very enthusiastic. But if you ask inquisitive and specific questions to invite their input, you will find them more willing to open up.
- Ask specific but open-ended questions
Asking these questions will allow your workers to openly express their opinions and insights:
- Go deeper
Ask “why” a lot. Just try to get answers that are more than the surface. Because workers need to feel comfortable enough to raise their valuable insights and ideas. Employees that do the daily work are those that can define the company and know its best. They are a mine of information and knowledge. Unless you are flying blind, just listen to them.
- Listen attentively
You can ask right questions, but if you can’t listen to their responses effectively, acting on them, your workers will quickly become disengaged and lose interest in answering your questions and giving critical feedback.
- Set expectations
Your workers may have different ideas about what is working and what is not. So make it clear that while you value their feedback, not all of them can be implemented at once. Tell them that you will find for patterns in their responses and try to deal with issues or concerns that seem to impact many of them.
- Encourage solutions
Asking questions is important to learning how well your company is doing at meeting the employee needs, but if you keep on asking open-ended questions, you may find yourself being entangled with a mass of problems. So encourage your employees to suggest solution if they present an issue. Use probing questions to help them find out a solution alongside you.
You might want to find more details at Right Questions to Get Honest Feedback from Your Employees
From Vietnam, Hanoi
- Ask specific but open-ended questions
Asking these questions will allow your workers to openly express their opinions and insights:
- Go deeper
Ask “why” a lot. Just try to get answers that are more than the surface. Because workers need to feel comfortable enough to raise their valuable insights and ideas. Employees that do the daily work are those that can define the company and know its best. They are a mine of information and knowledge. Unless you are flying blind, just listen to them.
- Listen attentively
You can ask right questions, but if you can’t listen to their responses effectively, acting on them, your workers will quickly become disengaged and lose interest in answering your questions and giving critical feedback.
- Set expectations
Your workers may have different ideas about what is working and what is not. So make it clear that while you value their feedback, not all of them can be implemented at once. Tell them that you will find for patterns in their responses and try to deal with issues or concerns that seem to impact many of them.
- Encourage solutions
Asking questions is important to learning how well your company is doing at meeting the employee needs, but if you keep on asking open-ended questions, you may find yourself being entangled with a mass of problems. So encourage your employees to suggest solution if they present an issue. Use probing questions to help them find out a solution alongside you.
You might want to find more details at Right Questions to Get Honest Feedback from Your Employees
From Vietnam, Hanoi
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