Whether we refer to them as Employee Engagement, Opinion or Satisfaction surveys, the one common theme is the desire to poll employees in order to assess their perceptions about the organization. Equipped with that information it’s time to contemplate appropriate interventions to address any obvious concerns.
After all, payroll dollars represent in almost all cases the largest cost centre of an organization. It only makes sense that the concern for these total payroll related dollars, receive the same traction as the desire to improve customer service based on customer surveys.
It is however important to note that these aggregated results are only a perception of the surveyed group. In order to drill down further for meaningful interventions, there is a need for further feedback sessions with objective facilitators particularly where it is discovered that the supervisor of a department is the problem. These are normally recommended in small groups to allow maximum discussion and thereby determine exact actions to consider.
Whereas there is always a fear that asking employees to comment on whether they perceive their compensation to be fair, it is surprising how seldom an organization is pilloried for their practice. It is in fact more likely that an employer enlightened enough to conduct an Employee Satisfaction Survey, has already established competitive markers for compensation.
It is safe to say, however, that under any circumstances, a survey should only be conducted if there is a willingness to consider the findings and where necessary, intervene with employee relations initiatives. And it becomes so important to acknowledge and thank the employees for their contributions to the survey.
It is a very simple and inexpensive way to calibrate the organization to optimally operate for maximum profitability.
Ten Reasons to Conduct an Employee Satisfaction Survey
- It helps to know what your employees truly think;
- Payroll is your largest cost centre;
- You likely survey your customers so why not your employees;
- You can construct proactive strategies to attract and retain staff;
- It will assist to measure the performance of supervisors and managers;
- It’s a convenient measurement to contribute to incentive bonus plans;
- You can compare departments in your organization to seek out the weakest links;
- Your employees will think you are very progressive;
- If mutual respect is an organizational value, this exercise will strongly support it;
So what’s the downside?? There really isn’t.
More information on Employee Satisfaction Surveys.
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