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| Message From: rehaan |
Total Posts: 32 |
Rank: Beginner |
| Post Date: 05/03/2007 09:44:58 |
Points: 160 |
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Hi Folks,
I am working on tool / questionnaire on employee satisfaction survey. Your ideas, comments and any samples ,if any, are most welcome!
Thanks and regards,
rehaan
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| Message From: Colin Max |
Total Posts: 12 |
Rank: Beginner |
| Post Date: 05/03/2007 09:47:33 |
Points: 60 |
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Hi rehaan,
Few days ago, there was also a professional who had asked for the same question. However, I'm detailing it right now for the use of both of you.
When it comes to employee satisfaction surveys, some issues are extremely important:
1. will the management be able to identify a particular respondent? If so, then the data collected will be absolutely null, because people will respond in an corporate-desirable fashion and will probably try to protect their image.
2. what drives people into providing useful info? Is there an incentive for people to tell you why they are satisfied/dissatisfied rather than just giving you the answer they believe you're expecting?
3. the way items are formulated. If the item is a sensitive topic and it's very obvious what the item is driving at, the answers may be biased.
4. do people see any use of filling in your survey? If they don't believe in any improvements the will be made as a result of their dissatisfaction,
In my experience an employee opinion survey collects the type of information the Executive Committee is expecting: "We're doing fine, people are happy, they do enjoy working for us."
Whereas if you opened a forum for online discussions with anonymous login, within the Company's intranet, add few sections like "Gossips", "Rumours", "Off the record info"... you will be able to see what people are really concerned with. This should give you a glimpse of the hidden agenda within the company.
On the other hand, Employee Satisfaction Surveys are effective tools if and only if the people taking part in them are assertive enough to outline their problem. But then again, you wouldn't really need a survey for that, they'd probably bring it up as soon as it occurs. Otherwise, in an organization where people are afraid to speak up for fear they will endanger their position, the information you collect via ESS is virtually zero.
Then again, this is my experience only, and I may be wrong...
Best,
Colin
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| Message From: rajul |
Total Posts: 29 |
Rank: Beginner |
| Post Date: 06/03/2007 10:44:18 |
Points: 145 |
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Rehaan,
You can refer the Q12 developed by the GALL UP ORGANISATION. It is the most comprehensive and widely used questionnaire.
An Idea: Kindly add a suggestion portion from the employees in the questionnaire, which this gallup haven't included.
The suggestions from the employees cannot be compensated with any strategies.
For clarifications, pls revert back rajul
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| Message From: meera |
Total Posts: 22 |
Rank: Beginner |
| Post Date: 06/03/2007 10:46:16 |
Points: 110 |
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I agree with Colin. None of the best questionairres can bring you the real feelings/concerns/doubts/needs/perceptions of the people. For this one as a HR person has to reach out to the people and gain their trust. This trust will come about only if they see you as a helpful and an objective person who is willing to take a stand, take the observations to the management and convince them and work towards bringing a change. Yes there is a lot of personal risk one has to take. The other occasions/methods where you could get an insight into these are appraisal processes, group exercises(eg project planning groups, brain storming groups etc. ) One has to be creative and sensitive
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| Message From: shaolin |
Total Posts: 19 |
Rank: Beginner |
| Post Date: 06/03/2007 10:48:03 |
Points: 95 |
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Dear rehan, You can refer the book "FIRST BREAK ALL THE RULES" by Marcus Buckingham & Curt Coffman or else log into the website gmj.gallup.com
Hope this helps, for clarifications pls revert.
ALL THE BEST !!! Regards shaolin
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| Message From: bindu |
Total Posts: 31 |
Rank: Beginner |
| Post Date: 07/03/2007 12:27:26 |
Points: 155 |
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Dear Friends,
My view is different... these surveys gives us the reality on the ground... but the most important point is employee should feel that Management takes action on their feedback... Results of the feedback and action on the feedback to be communicated to all the employees.. perhaps conductiong open houses.... this builds the confidence among the employees.and increase their true participation.. Bye Bindu
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| Message From: mohanty_bm |
Total Posts: 11 |
Rank: Beginner |
| Post Date: 27/05/2007 00:39:37 |
Points: 55 |
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There are umpteen things you could cover in an ESS. A few of them could be Role clarity, Workload, Salary, Inter-personal r'ships, Learning & Growth, Quality of contribution, Quality of management & supervision, Service culture, Communication.
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| Message From: mohanty_bm |
Total Posts: 11 |
Rank: Beginner |
| Post Date: 16/09/2007 11:15:22 |
Points: 55 |
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When it comes to employee satisfaction surveys, some issues are extremely important:
1. will the management be able to identify a particular respondent? If so, then the data collected will be absolutely null, because people will respond in an corporate-desirable fashion and will probably try to protect their image.
2. what drives people into providing useful info? Is there an incentive for people to tell you why they are satisfied/dissatisfied rather than just giving you the answer they believe you're expecting?
3. the way items are formulated. If the item is a sensitive topic and it's very obvious what the item is driving at, the answers may be biased.
4. do people see any use of filling in your survey? If they don't believe in any improvements the will be made as a result of their dissatisfaction,
In my experience an employee opinion survey collects the type of information the Executive Committee is expecting: "We're doing fine, people are happy, they do enjoy working for us."
Whereas if you opened a forum for online discussions with anonymous login, within the Company's intranet, add few sections like "Gossips", "Rumours", "Off the record info"... you will be able to see what people are really concerned with. This should give you a glimpse of the hidden agenda within the company.
On the other hand, Employee Satisfaction Surveys are effective tools if and only if the people taking part in them are assertive enough to outline their problem. But then again, you wouldn't really need a survey for that, they'd probably bring it up as soon as it occurs. Otherwise, in an organization where people are afraid to speak up for fear they will endanger their position, the information you collect via ESS is virtually zero.
Then again, this is my experience only, and I may be wrong... Mohanty
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