TSI Blog

The shopping list of staff surveys…Part One

October 14th, 2014 by Gary Cattermole | 1 Response

Gary Cattermole is a Director at leading staff survey provider and employee engagement specialists, The Survey Initiative. Here he gives the lowdown on the various types of surveys that have been conducted for HR, Training and Health & Safety Departments, and offers advice on which survey to select for the best results…

As you’ll probably be aware there are a whole host of surveys you can choose if you’re looking to analyse HR, training or health and safety in the workplace. Firstly let’s look at the options on offer in HR.

HR Surveys

With an HR survey the crux of the matter is really to establish what it’s like to work somewhere. HR professionals are trying to find out what works well and what doesn’t. Here’s some tools that can really help…

Employee engagement survey

For many years now employee engagement has become a ‘buzz’ word within HR departments. Everyone is looking at ways to increase employee loyalty, work ethic, productivity to help boost … read more »

Get Your Finger On The Pulse

May 7th, 2014 by Alison McKinney | No Responses

Employee surveys are fast becoming the mainstay in any organisations means of finding out how their business is performing and how their workforce is feeling and they are a valuable tool to work out action plans to instigate necessary and appropriate changes.

But as valuable as the information an employee survey produces, sometimes an organisation needs to ‘hone’ in on a particular area, or simply doesn’t want to wait until the next annual full survey is due.

This is where the pulse survey comes in. The name ‘pulse’ survey comes from a resemblance between this type of survey and the electronic medical devices that monitor the heartbeat, or pulse, of a person. Just as those devices observe a person’s pulse and display the information graphically, these surveys monitor the ‘heartbeat’ of the organisation itself.

They are designed to take a snapshot of employee opinions on a particular subject, whether you want to measure employee engagement or obtain … read more »

What colour would your organisation be?

January 31st, 2013 by Jaime Johnson | 1 Response

When working with one of our clients we developed a colourful way of representing the proportion of promoters within their organisation and this got me to thinking, could you guess the proportion of those who would strongly recommend your organisation to others? Hence, what colour would your organisation be?

I would like to think that our organisation would be mostly green – full of happy engaged employees recommending our organisation to everyone they came into contact with.

I am sure you agree; everyone would like to think that employees within their organisation would recommend it as a good place to work. Employee promoters encourage strong growth in business performance because they provide a better customer experience. Those who approach the job with energy, enhance productivity, and come up with innovative and creative ideas for improvements to processes, products and services.

As a business leader, you have good reason to want to earn the enthusiastic loyalty of your staff. But research has shown that, … read more »

Why tracking employee engagement is so important

April 25th, 2012 by Gary Cattermole | No Responses

A recent study by the Society for Human Resource Management has put some hard figures on the effectiveness of tracking employee engagement.

The study (of 770 HR leaders) had some very interesting outcomes.  76% of companies with a formal recognition programme report an increase in productivity.  Where employee engagement levels are tracked, companies reported:

“their employees were satisfied with their level of recognition for a job well done; thought managers and supervisors effectively acknowledged employees; and, that employees are rewarded according to performance. Those respondents at companies without a recognition program agreed with each of those statements at much lower rates.”

What’s more, the 15% of HR leaders in the study that go further and track the effectiveness of their recognition programmes stated they could clearly see an increase in productivity, engagement, return on profit margins, and employee and customer retention.

Worryingly however, less than  50% of respondents track levels of employee engagement, this is a major concern.

We’ve long been advocates of using surveys … read more »

Designing your employee survey

October 19th, 2011 by Alison McKinney | 1 Response

This is the eighth blog in our series and explains how to design your employee survey. You can read all our previous blogs here.

Once the aims and objectives have been set and a general approach agreed, the next move should be to design your employee survey. There are four main steps in this process:

  • Develop an agreed topic list. This lists the areas to be investigated (for example, communication, benefits, training, management style and values).
  • Conduct qualitative research. Talk to a sample of managers and employees in focus groups or face-to-face interviews. This will help to ensure that you cover topics important to everyone.
  • Finalise the topic list. You may decide to enlarge, reduce or change the original list.
  • Design the questionnaire. This can have as much influence over the response rate as the method of completion.
  • The elements of a good questionnaire are as follows:

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