Are you getting the most out of your employees? A typical employee survey will tell you how motivated people are feeling. But, our research reveals that this is only half the picture.
To be truly effective, employees need to also feel able to “get the job done”, which means being in the right job and with the right tools, support and authority. Our online survey measures employee engagement as well as check levels of “enable-ment” too. This way, you can identify and remove any barriers to performance.
Our powerful online survey tool is a fast and straightforward way to get meaningful insights into employee effectiveness so you can take the right actions to improve it. In addition, you can choose from up to 80 benchmarks, you can clearly see how your organization is performing against competitors.
Employee satisfaction, engagement and commitment can be shown to have a positive impact on your bottom line. Organizations are consequently increasingly using staff surveys to measure employee engagement in an effort to improve business performance.
An essential component of organizational training and development, Employee Attitude Surveys provide a picture of your organizations needs. These surveys can be used to solicit employee opinions on a variety of issues.
The Babelo Group - HR team partners with our clients to develop, conduct and collate Employee Attitude Surveys, which demonstrate that you, the employer, are listening to your staff. Taking action on the findings further demonstrates that your employees’ views are valued and can pay dividends in terms of improved morale and commitment.
Employee feedback is crucial to your organization’s health. Through:
You can create a healthy corporate communication that will lead to greater:
With this information you'll be able to quantify how well your employees embrace your
organizations goals, values, and mission
Analyze employee and organizational needs through the deployment of an internal survey, and action planning to support the organization's business and human capital objectives in current and future scenarios
Objectives & Scope
Employee Satisfaction versus Employee Engagement Survey
Employee satisfaction is the extent to which employees are happy or content with their jobs and work environment, while Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.
Employee satisfaction or job satisfaction is, quite simply, how content or satisfied employees are with their jobs. Employee satisfaction is typically measured using an employee satisfaction survey. These surveys address topics such as compensation, workload, perceptions of management, flexibility, teamwork, resources, etc.
These things are all important to companies who want to keep their employees happy and reduce turnover, but employee satisfaction is only a part of the overall solution. In fact, for some organizations, satisfied employees are people the organization might be better off without.
Employee satisfaction and employee engagement are similar concepts on the surface, and many people use these terms interchangeably. Employee satisfaction covers the basic concerns and needs of employees. It is a good starting point, but it usually stops short of what really matters.
Types of Employee Survey
Employee Satisfaction Surveys
Organizational Culture Surveys
Employee Attitude Surveys
Employee Opinion Surveys
Employee Engagement Surveys
Employee Performance Appraisal
Organizational Assessment Surveys
Employer Improvement Surveys
Employee Exit Surveys
Employee Benefits Surveys
Professional Development Surveys
Employee Survey Readiness Assessment
Conducting an employee survey without proper follow-up after the survey can be worse than never doing the survey in the first place. When you ask employees for their opinions, you set the expectation that you will listen to and take action on the results.
Before initiating your employee engagement survey, review the following questions to determine whether you are prepared to confront the things that may be necessary after the survey is complete.
You don't necessarily need to answer "yes" to every question, but you should feel that you have an adequate level of overall preparedness before proceeding with the survey. Consider the things listed below as best practices, but also realize that some of these things might not be suitable for your organization.
Questions for Employers
Do you know why you are conducting an employee survey?
The question may seem obvious, but it is worth asking. If you are unsure of the answer, perhaps your senior leadership team needs to sit down and discuss.
Will you share at least some of the results from the survey with
You don't have to decide now exactly what you will share, but you should plan to share at least some of the survey results (positive and negative) with all employees.
Have you outlined a plan for how you will share the results of the
survey with employees?
Do you have a timeline?
Have you communicated these things to employees?
If employees trust that you will take action on the results, and demonstrate openness and clear communication at the outset, they will be more willing to respond to the survey and more candid in their responses.
Are your most senior leaders committed to this process?
The top leader (e.g. President/CEO) and HR will need to hold other senior leaders accountable for changing behavior and supporting initiatives. The entire leadership team will need to set the example for the rest of the organization. This is critical.
The top leader will need to set aside at least 1-2 hours per month to monitor results and provide high-level guidance
Functional leaders and other managers will need to devote at least 2-4 hours per month to communicate and support change initiatives.
HR will need to spend 6-12 hours per month on communication and administration of the process
In addition to the above, analysis of your survey results, setting priorities, and developing an action plan could take 1-2 days or more, depending on the size of your organization and how much time you are able to spend.
Are your senior leaders prepared to spend the time necessary to
make it work?
You should at least consider the possibility that this might be necessary or beneficial, depending on your situation.
Are you prepared to bring in external help (consultants) to help fix
problems that you might not be able to fix with existing internal
Before launching your employee survey, the Barbelo Group will help you communicate your organization's plans, goals, and intentions with senior leaders, managers, and employees. These communications are separate from the actual invitation to fill out the survey, and they should take place before the survey invitation is sent out.
Communication and trust are two key topics related to employee engagement. You have the opportunity to set a positive tone in these areas before the survey even begins. Moreover, communicating and establishing trust will also increase the survey response rate as well as the candor of the responses.
Employee Survey Implementation Plan & Milestones
Before launching your employee survey, you should have a plan and general timeline in place for the entire process from start to finish. Conducting the survey is only one part of this process.
Your plan should cover all phases of the project, as outlined below. Make sure you have the necessary resources lined up and that you communicate with employees and other stakeholders at every stage of the process.
Top Support and Organizational Analysis
Satisfaction Strategy and Scope of Data
Satisfaction Strategy Data Collection Tool Design
Satisfaction Strategy Data Collection Process
Follow-up Investigation of Priority Issues
Project Management Framework
Roles of Project Team
Project Management Model
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