Why Employee Satisfaction and Exit questionnaires are Important

March 4th, 2010 | by hdtv |

It is not enough for a business to adopt new methods of working if the resulting changes cause the workforce to suffer from excessive pressure and low moral. Organizations that have a highly motivated workforce can benefit enormously and having a workforce that is both motivated and productive should not be regarded as being mutually exclusive to one another.

If problems are left unresolved then companies run the risk of alienating their employees and events can then cause employee frustrations to boil over resulting in managers finding themselves on the back foot, faced with problems that cannot be ignored.

Ideally employers would allocate the time to fully understand the needs of their employees and learn from their experiences of working on the front line, but employers are too often themselves tied up with the day to day task of fighting their own fires.

By automating the majority of the intelligence gathering process and having the findings in a format that can be easily analysed online surveys provide employers with an efficient and cost effective method to help towards establishing a pleasant working environment, where employee satisfaction and productivity is high.

 

Dissatisfied & unproductive

There are many reasons why employees may be dissatisfied with their job and more often than not staff frustration is channelled into a demand for higher salaries and less hours. Managers who tackle these issues head on, making it all about salary and hours, will often find themselves dealing with the symptoms and not the root cause.

 

Not just about the money

The following are some common barriers to achieving productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-

• Insufficient training
• Out of touch management
• Working methods that are past their sell by date
• Lack of proper tools and equipment

Increasing salaries is not always a solution to employees’ problems nor as many studies have revealed is it the most important motivator for most employees.

Take the case of a single mother who is juggling a full time job with the need to look after four children. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the business, may be more flexible working hours.

 

Good communications is what it is about

It is important for any company to encourage communication. An organization where the management do not communicate well with their employees, or will wait for problems to be raised, can often think that they have a content workforce when the reality is that they don’t. It can take only one small problem and one employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.

 

Improving communication

Ideally employer and employee would meet one on one but in practice this would seem practical only for very small organizations.

Regular meetings between management and worker representatives are good in theory but they often become talking shops and can begin to lose their edge as the participants become familiar with one another and the forum runs the risk of being hijacked by the more extrovert personalities.

Having suggestion boxes are useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.

Newsletters can be a positive step, but their primary purpose is to inform and not discuss issues.

 

Keeping the initiative

Conducting employee satisfaction surveys on a regular basis you are able to ask each employee specific questions and present a pro-active management initiative where the whole workforce can be canvassed on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.

Consultation should not be seen as a sign of weakness, a confident manager will often take counsel from others before making a decision. By issuing a survey the employer is able to keep the initiative and tackle problems from a position of strength as opposed to waiting for problems to manifest and then possibly develop out of proportion.

If a small problem is left unresolved it could lead to a situation where a minor problem might just break the camel’s back and the mood of the employees change over night from positive to negative.

 

It is quick and easy

For the majority of organizations online surveys represent a proactive, effective and low cost solution. For the majority of organizations where most of the personnel have desktop computers, they are quick to design and deploy direct to the individual.

In situations where not all of the personal have access to a computer there are options available to implement the online survey solution such as providing a shared computer, have an operator input their responses or as a last resort, a hardcopy survey.

 

Job satisfaction

There are a number of elements that combined will provide an employee with job satisfaction, from company ethics, working environment, methodology and ethos to having good and effective management. Job satisfaction brings benefits through improved productivity and motivation from a workforce that feels that they are treated as individuals and not a commodity item.

 

Educate and inform

Online surveys can be used to educate and disseminate information on to the workforce, ensuring that the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can become distorted as it is passed on.

An online survey can explain a difficult situation to the employees and get valuable feedback as to the best solution. It is rare in this situation that the workforce would appear negative; it is more likely they will feel informed and empowered and that might be enough to unite the workforce and turn a negative problem into a positive challenge.

 

Exit surveys

Exit surveys are a good way for management to ensure that when people leave the organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved. Identifying a problem may not be enough to prevent a person from leaving but it could lead to an unappreciated issue being resolved that may be all that is required to stop other key personnel from also deciding to leave.

 

For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey Template

For a sample Employee Exit survey:- Employee Exit Survey Template

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