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 HR directors put key employee issues and concerns to the forefront of the organisation’s management agenda.
Why use employee surveys?
An employee survey is a reliable, cost-effective way to find out what people in your organisation really think and feel. Surveys will not only give you a deep insight into how engaged your employees are, they also identify areas of prime attention, enabling you to continually improve motivation.
Employee surveys can play an important role in your wider consultation process. They can inform employees and give you feedback on employment prospects or decisions that may lead to changes in work organisation or contractual relations.
Annual and half-yearly engagement and employee opinion surveys are by far the most popular kind of employee research activity. However, the following types of research programmes are also emerging:
- Internal customer service evaluation;
- Procedure and policy evaluation;
- Stress audit;
- Work/life balance audit;
- Internal communications evaluation;
- Evaluation and design of different benefits schemes;
- Managing employees through organisational change programmes, such as relocation, mergers or acquisitions;
- Combining employee and customer satisfaction studies;
- Alignment of employees behind organisational rebranding and repositioning efforts;
- Alignment of employees behind new product development.
Leave a response
You must be logged in to post a response.