TSI Blog

Benefits of conducting employee research and employee surveys

July 27th, 2011 by Alison McKinney | 1 Response

Welcome to the second in our summer series of blogs about how to get the most from your employee survey. You can read the first blog here.

In our experience, the main benefits of employee research and employee surveys include:

  • Demonstrating to employees that you are taking a genuine interest in them, their views and ideas;
  • Identifying strengths and weaknesses in management performance and organisational policies, procedures and technology which will improve operational efficiency and employee satisfaction while reducing costs;
  • Improving employee retention, which will in turn cut the costs of recruiting and retraining replacement staff and make your company a more attractive employment proposition;
  • Improving work/home balance and reducing absenteeism;
  • Determining key contributors and barriers to delivering excellent customer service and getting employee suggestions for improvements;
  • Highlighting any issues that arise from changes in current programmes and consulting on various plans, such as relocation, so that they can be managed and the benefits realised at the earliest opportunity;
  • Helping … read more »

How to get the most from an employee survey

July 21st, 2011 by Alison McKinney | 2 Responses

This is the first in a series of blogs detailing how to get the most from your employee survey.

Why should you spend time and money conducting an employee survey?

The answer is that a growing body of evidence shows that HR outcomes influence business outcomes. A number of researchers have clearly established this critical link between employee satisfaction and organisational performance.

  • Employee perceptions of the organisational environment are related to their job involvement, effort, and performance.
  • People practices have been found to have a significant impact on improvements not only in employee satisfaction, but also in the organisation’s productivity and financial performance .
  • There is a significant amount of research demonstrating that employees have the greatest single impact on customer service .
  • Correlation and regression analyses on data gathered from grocery superstores demonstrates the link between employee satisfaction and business performance.
  • Engaged employees are more innovative.
  • Significant difference in bottom-line results in companies with highly-engaged employees.
  • Many aspects of organisational communication have been found to have significant influence … read more »

The role of employee empowerment within employee engagement

July 18th, 2011 by Gary Cattermole | 2 Responses

You may have read the recent Harvard Business Review Blog from Adrian C. Ott regarding Delta and their US Army passengers and the connection with employee engagement.

Adrian makes a clear case of rigidity within management structures that make it very difficult for employees to make their own decisions and choices.  She quite rightly points out the performance metrics, KPI’s and such are now so ingrained that managers (at all levels) are focusing too much on these goals and almost forcing their employees to ensure they and only they are met.

Employee empowerment – the hidden gem

This is where, we believe, that the role of employee empowerment comes to the fore in terms of both employee and customer engagement.  If an employee is empowered (they have the right tools, authority, autonomy and support) to make their own decisions, situations such as that described in Adrian’s blog may have never happened.

There are some key points that are important for empowerment to happen:

  • Employees must … read more »
  • A 25% point increase in employee survey response rates

    July 6th, 2011 by Gary Cattermole | No Responses

    As mentioned in an earlier blog we recently started working with a client who had previously been using a different survey provider for their employee survey.

    One of the aims of partnering with The Survey Initiative was to increase the number of responses to the survey.  Previously response rates had been low (mid 40’s) and therefore left the client with data that wasn’t entirely representative of the organisation.

    What has been interesting when working with this client is that they do take on board feedback from their employees.  They have taken action at both organsiational and local level following the feedback from previous surveys.  However, they were the first to admit that they hadn’t communicated the link between the employee survey and positive action.  So, their employees perceived that little had been done with their survey feedback!

    We have just closed this years survey and both our client and we are delighted to have … read more »

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