Another benefit: You’ll quickly. Asked today, tomorrow what can be changed. Michael O’Brien spoke with conviction. And don’t forget: honest and courageous employees deserve a big thank you. Regular employee satisfaction surveys employee surveys are made in many places in the rhythm of the year. Such surveys are however slow and tough, because need lot of time planning, implementation and evaluation. After all, it is achieve comparability between units or in the course of the year. Results incorrectly or uninterested handled, that survey, but raises suspicions and fears. A realistic image is desired, honest statements made by a few employees are better than opportune or even forced statements by many.
Namely, it can happen that heads of the desired answers before dictate their employees or they are required to score well. In fact how people, is doesn’t matter to them. And the staff have no choice. Clearly: Such a violation of trust is never more to mend. I met also executives, concerned that only to be better than other departments. Such rivalry often leads that are all with the Chief ally and distribute dream notes stand as well as a team.
I know even organizations, since such machinations are known – and all play with the wrong game. A good idea: Develop adequate questions best together with the competent employees. This significantly increases the response rate. Ask a few questions and be brief. Leave enough room for individual remarks of answer donor. In the framework of a pre test, check whether the target people also really understand the issues. If employee surveys are carried out by external experts, the results are often more realistic than in our own investigations, because neutral. The answers are usually too honest. In addition, the method’s safety is guaranteed. How to deal with the results the final results can represent appropriate graphs and interpret. Think of innocuous terms of any type of employees. Proposals for this purpose found in literature, how about performance holdouts, residents, hangers-on, bounce candidates, job hopper and so on are often degrading and taboo in our sense. Also a grading of employees in an A -, B – and C class can be only strongly discouraged. In any case, the results are shared with It is then also do something staff to discuss. This concerns especially as any deficits from the world create themselves, to become better in the future. And if this conflicts break out? Thank goodness! There is not a conflict-free work. It is crucial to talk about problems openly and objectively and to search that are acceptable for all parties involved together for such solutions. This happens not handled conflicts in the aisles. And this is always destructive.