TSI Blog

Pointless Employee Surveys – I Don’t Think So!

May 29th, 2014 by Alison McKinney | No Responses

It is true that many employees believe their annual staff survey is just a tick a box exercise for the HR department, or the organisation is looking for trouble, or that the results will be skewed, or results won’t be acted on, or its waste of their time, or all of the above! In fact, employee surveys are often looked upon quite negatively, and not just by employees, but senior management too.

However, if managed properly, employee surveys can yield incredibly valuable information about the organisations performance and more importantly, provide a means of listening to all employees and understanding their concerns.

Organisations tend to conduct their employee survey every 12, 18 or 24 months, but quite often employers will also carry out ‘pulse’ surveys, surveys which are designed to take snapshots of employee opinions, satisfaction, attitude or engagement.

Conducting an employee survey on a regular basis will enable organisations to spot problems at an early stage and track trends … read more »

Why Benchmark Employee Survey Results?

March 3rd, 2014 by Alison McKinney | 1 Response

When it comes to analysing your employee survey results, it is helpful to use a benchmarking tool. Without this, it will be easy to misinterpret your results, leading to ineffective and inappropriate action planning and a clouded understanding of where your organisation is at.

External Benchmarking

Benchmarking against external organisations allows you to measure the quality of your polices, processes, strategies and performance against industry bests or best practices from other industries or other similar organisations.

A quality improvement tool, benchmarking identifies:

  • What your organisation is doing
  • How your organisation is doing it
  • How other organisations within the same industry are doing it
  • How well your organisation is doing it with reference to measures
  • And, what and how to improve

What’s The Significance Of Using External Benchmarking?

It may seem quite logical to want to know how your organisation compares to another in a similar field, but will those comparisons actually give you an accurate assessment of where your organisation stands? There is no … 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 »

Employee survey analysis and reporting

October 26th, 2011 by Alison McKinney | 1 Response

Following on from our last recent blog ‘Designing your employee survey’.  Here is our latest about employee surveys, we cover analysis, reporting and benchmarking in further detail.

There are many different ways to analyse and report employee survey results. Each organisation has to decide on the best method for its needs. Some key factors to consider are as follows.

Generally, the best way to analyse a survey is for one person to go through all the data in detail and summarise the key issues – avoiding a lengthy written report. This can then be presented to the steering group who can request further analyses if required.

It is important to report the results to employees as quickly as possible. This will ensure that the momentum and interest generated will be maintained.

Ensure you focus mainly on the organisation’s strengths and the implications for action rather than … read more »

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