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 »

Employee empowerment pulse surveys

April 26th, 2011 by Gary Cattermole | No Responses

We have been asked by a consulting client to undertake a survey on behalf of one of their client organisations looking into Employee Empowerment.

Our consulting client is working with the organisation to instill more autonomous decision-making within their employee population; this is part of wider development and engagement programme.

We are undertaking short, regular, pulse style surveys using a dozen focused questions around empowerment.  The idea being that we track and monitor views from employees over a twelve-month period to ensure that the work managers are doing around empowerment is having the desired effect.

As well as including internal benchmarking in the reporting, we are also providing external benchmarking for all of the survey items, so that our consulting client can discuss and provide context to the organisations results.

We thought you might be interested in seeing a few of the questions we are using:

  • My manager encourages me to make my own … read more »
  • You can’t have employee engagement all of the time…

    April 14th, 2011 by Gary Cattermole | 1 Response

    To expect all of your employees to be highly engaged all the time is folly – heading down this path could lead to future motivational issues. I get the feeling some would like to bottle employee engagement and instil it permanently.

    Expecting an employee to go above and beyond (the ‘extra mile’) all or even most of the time is unsustainable. An employee cannot be in this state long term, quite simply, the employee will suffer from physical or psychological burnout.

    The approach that appears to have the best results (based on our experience) is one where organisations work towards creating the right environment for engagement to take place. Levels of engagement will naturally ebb and flow and be subject to forces outside of the organisations control. But at least the organisation has created an environment were on the right day at the right time an employee may choose to put in that extra effort.

    Regular feedback on the key organisational drivers behind … read more »

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