Dear All,
I'm working as an HR professional in a company with an employee strength of about 200 people. My Director has asked me to design a feedback form for the employees regarding the company. He wants to understand how the employees rate the company in various aspects and is seeking suggestions for improvement. Could you kindly advise on the aspects I should include in this feedback form?
Please guide me on the same.
Regards,
Shikha
From India, Suri
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1I'm working as an HR professional in a company with an employee strength of about 200 people. My Director has asked me to design a feedback form for the employees regarding the company. He wants to understand how the employees rate the company in various aspects and is seeking suggestions for improvement. Could you kindly advise on the aspects I should include in this feedback form?
Please guide me on the same.
Regards,
Shikha
From India, Suri
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Dear Shikha,
Recently, there was an extensive discussion on a query similar to yours. Please check the following link: https://www.citehr.com/480086-questi...scomforts.html
All the best!
Dinesh Divekar
dineshdivekar(at)yahoo.com
From India, Bangalore
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Recently, there was an extensive discussion on a query similar to yours. Please check the following link: https://www.citehr.com/480086-questi...scomforts.html
All the best!
Dinesh Divekar
dineshdivekar(at)yahoo.com
From India, Bangalore
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Please find here with an attachment to gungan the seniors
From India, Ludhiana
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From India, Ludhiana
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Dear Ishwinder Singh,
Thank you for sharing the form. I have gone through it, and it is quite exhaustive.
However, I have a different question. Have you used this form in your organization? If yes, what was your experience? Did you face challenges of misinterpretation?
To give an example, let me quote Sl No. 1.2. It says, "Attitude of the HOD towards me." Now, suppose the HOD is a stickler for quality, a disciplinarian, but lacks interpersonal skills. Possibly, the subordinates will focus their rating based on his/her behavior rather than other qualities. If this situation occurs, will you be able to capture the actual feedback?
Moving on to Sl No 1.3, it says, "Freedom by Dept Head/Top Management to take initiative in my job." Now, suppose the HOD feels that the subordinate is immature or incapable to handle the job, but the junior feels he/she is capable. Will the lack of self-awareness of the junior distort his/her rating?
This post is intended to seek clarification only and not to contradict the contents of the form you have provided.
Thank you,
Dinesh V Divekar
From India, Bangalore
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Thank you for sharing the form. I have gone through it, and it is quite exhaustive.
However, I have a different question. Have you used this form in your organization? If yes, what was your experience? Did you face challenges of misinterpretation?
To give an example, let me quote Sl No. 1.2. It says, "Attitude of the HOD towards me." Now, suppose the HOD is a stickler for quality, a disciplinarian, but lacks interpersonal skills. Possibly, the subordinates will focus their rating based on his/her behavior rather than other qualities. If this situation occurs, will you be able to capture the actual feedback?
Moving on to Sl No 1.3, it says, "Freedom by Dept Head/Top Management to take initiative in my job." Now, suppose the HOD feels that the subordinate is immature or incapable to handle the job, but the junior feels he/she is capable. Will the lack of self-awareness of the junior distort his/her rating?
This post is intended to seek clarification only and not to contradict the contents of the form you have provided.
Thank you,
Dinesh V Divekar
From India, Bangalore
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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 tends 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 organization 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. There is no immediate payoff for the expenditure.
The organization 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 organization that 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
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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 tends 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 organization 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. There is no immediate payoff for the expenditure.
The organization 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 organization that 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
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Hi,
I think you want to gather employee feedback related to company facilities, senior behavior, etc. I'm sending you a feedback survey form. Maybe this will be helpful to you.
In the attached Excel sheet, you will find a comprehensive analysis that was conducted in our company.
Sandeep Tomar
From India, Delhi
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I think you want to gather employee feedback related to company facilities, senior behavior, etc. I'm sending you a feedback survey form. Maybe this will be helpful to you.
In the attached Excel sheet, you will find a comprehensive analysis that was conducted in our company.
Sandeep Tomar
From India, Delhi
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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
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From India, Delhi
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Sorry please ignore my previous post in which i was forget to attached file Sandeep Tomar
From India, Delhi
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From India, Delhi
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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
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From India, Delhi
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Hi,
Basically, the questions will be related to your comfort at the employer's place, whether you have settled into the team and department, and whether you receive support from your superior, colleagues, etc. The purpose of these one-on-one sessions with HR is to share your feedback, discuss any issues you may be facing with the new employer, and identify any help or support needed.
Please let me know if you need any further assistance.
From India, Madras
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Basically, the questions will be related to your comfort at the employer's place, whether you have settled into the team and department, and whether you receive support from your superior, colleagues, etc. The purpose of these one-on-one sessions with HR is to share your feedback, discuss any issues you may be facing with the new employer, and identify any help or support needed.
Please let me know if you need any further assistance.
From India, Madras
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Job Work-outwork employees.docx