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 »

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 »

News Just In………..

April 7th, 2014 by Alison McKinney | No Responses

We have been rewarded and recognised for all our hard work over the past 12 months by being shortlisted for a ‘Business 2 Business’ award at the prestigious Essex Business Awards being held in Southend on 9th May 2014.

As you may be aware, we have experienced exponential growth over the past year and have picked up contracts from a wide range of NHS Trusts, multinationals and SMEs too.

Gary Cattermole, Director, The Survey Initiative, is delighted. He says: “The team has worked particularly hard, and we have seen impressive growth over all our clients’ sectors: from construction to hospitality and healthcare to retail. We shall be looking forward to the award ceremony and it will be a chance to say ‘thank you’ to our incredible team.”

Our company was launched in 2006 to offer bespoke employee surveys. We’re very proud of our long-standing working relationships with our clients, which include: Royal Society of Chemistry, Accor Hotels UK & … read more »

Employee survey – setting improvement actions

November 2nd, 2011 by Jaime Johnson | 2 Responses

This is the last in our series of blogs looking at getting the most from your employee survey.  You can read the previous blogs here.  In this blog we’ll look at setting improvement actions as a result of survey feedback.  An area oft forgotten!

Arguably the most important aspect of the employee survey process

Improvement action planning should be the most important part of the survey process – but a number of organisations fall down in this area. Statistical techniques such as factor and regression analysis can allow you to highlight the areas impacting on employee engagement and help to focus action planning.

Indices can be calculated in key areas; for example if the survey identified communication as an area needing improvement, you can set a target for the average communication score for the next survey.

Setting and then publishing these targets can have a powerful effect on both management and employees. If managers know … 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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