Hi, I`m interested in your views on employee surveys.
The research done on their validity and usefulness is somewhat worrying yet if anything they seem to be even more popular now.
How do you get employees to take them seriously?
Any success stories?
many thanks
Col
www.colbrown.co.uk
From United Kingdom, London
The research done on their validity and usefulness is somewhat worrying yet if anything they seem to be even more popular now.
How do you get employees to take them seriously?
Any success stories?
many thanks
Col
www.colbrown.co.uk
From United Kingdom, London
Surveys are almost never welcome but it is an extremely useful tool to judge an employee's attitude towards work & also overall organizational development.
I don't have any experience in conducting surveys but from what I understand probably a good way to make surveys welcome would be by letting the results known to the employee & the probable changes, which the survey might have triggered. [Just an idea] It's just like when we take a poll, right after clicking our choice we want to know what got what percentage of the vote or who said what.
Perhaps another important thing would be to make the employee realize that the surveys are conducted to improve the overall organization's structure & not to judge a single person. Perhaps if they start seeing it as an anonymous way of voicing their opinion it would encourage them to take surveys.
Any other views?
Regards,
Sid
CiteHR Team Member
From India, Gurgaon
660I don't have any experience in conducting surveys but from what I understand probably a good way to make surveys welcome would be by letting the results known to the employee & the probable changes, which the survey might have triggered. [Just an idea] It's just like when we take a poll, right after clicking our choice we want to know what got what percentage of the vote or who said what.
Perhaps another important thing would be to make the employee realize that the surveys are conducted to improve the overall organization's structure & not to judge a single person. Perhaps if they start seeing it as an anonymous way of voicing their opinion it would encourage them to take surveys.
Any other views?
Regards,
Sid
CiteHR Team Member
From India, Gurgaon
1) Empower employees to influence the survey content to include issues of interest to them also
2) Give a choice of annonymity when taking the survey
3) Share results.
4) Discuss implications
5) Follow through on findings
From India, New Delhi
2) Give a choice of annonymity when taking the survey
3) Share results.
4) Discuss implications
5) Follow through on findings
From India, New Delhi
Hi!
Organizations need to pause and assess their situation when problems start to show up more frequently; when production targets are missed; when operating costs start to balloon; when bad orders and quality defects increase; and, when sales and revenue targets are not met.
An in-depth organization study and diagnosis, by external consultants equipped with the approproiate tools, can provide the company an objective feedback that can put the organization back on track, especially when it comes to employee morale and satisfaction, manpower turnover, etc.
My company is doing Employee Surveys and Organization Scan and Diagnosis. We have been hired by companies to run them, and most of their reasons are the same as the framework we have established for our programs.
Some, esp. bigger organizations with thousands of employees, would want to get the feel of the majority of their employees on specific issues/ problems confronting the company, and /or policies that the they plan to implement.
We have the impression that employee surveys can have real positive effect in an organzation when the company acts positively on the survey result, esp. when there are urgent issues raised by their employees.
Morevoer, surveys must be commisioned only when the company is ready and has decided to fund and implement organizational changes.
There must be a great amount of information before its launching to make people understand and cooperate with it, and prevent the rise of undue or false expectations.
The results of the survey should be used to determine the appropriate OD intervention tools, and guide the depth and mix of the intended organizational intervention.
The problem of surveys is: many times it only raises employees expectation beyond the real intent of the top management agenda. When that happens, the level of negative employee feeling towards the company can multiply more rapidly than before the conduct of the survey.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Organizations need to pause and assess their situation when problems start to show up more frequently; when production targets are missed; when operating costs start to balloon; when bad orders and quality defects increase; and, when sales and revenue targets are not met.
An in-depth organization study and diagnosis, by external consultants equipped with the approproiate tools, can provide the company an objective feedback that can put the organization back on track, especially when it comes to employee morale and satisfaction, manpower turnover, etc.
My company is doing Employee Surveys and Organization Scan and Diagnosis. We have been hired by companies to run them, and most of their reasons are the same as the framework we have established for our programs.
Some, esp. bigger organizations with thousands of employees, would want to get the feel of the majority of their employees on specific issues/ problems confronting the company, and /or policies that the they plan to implement.
We have the impression that employee surveys can have real positive effect in an organzation when the company acts positively on the survey result, esp. when there are urgent issues raised by their employees.
Morevoer, surveys must be commisioned only when the company is ready and has decided to fund and implement organizational changes.
There must be a great amount of information before its launching to make people understand and cooperate with it, and prevent the rise of undue or false expectations.
The results of the survey should be used to determine the appropriate OD intervention tools, and guide the depth and mix of the intended organizational intervention.
The problem of surveys is: many times it only raises employees expectation beyond the real intent of the top management agenda. When that happens, the level of negative employee feeling towards the company can multiply more rapidly than before the conduct of the survey.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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