In a competitive world with the need for businesses to be more streamlined and productive a company can often find itself with a workforce working under pressure resulting in low moral and high staff turnover. Organizations that have a highly motivated workforce can benefit enormously and having a workforce that is both productive and motivated should not be regarded as being mutually exclusive to one another.
When problems are left unresolved then there is a risk of companies alienating their employees leading to employee frustrations growing to a point where managers find that they are on the back foot with problems that just cannot be ignored.
In an ideal world employers would take time to understand the needs of their employees and learn from their experiences of working on the front line, but employers are often themselves tied up day to day fighting their own fires.
With the intelligence gathering process being automated and the survey results being made available in a format that can be readily analyzed online surveys provide employers with a cost effective and efficient method to help towards the goals of staff satisfaction and high productivity.
Dissatisfied & unproductive
There are a plethora of reasons why employees may become dissatisfied with their job that can result in them channelling their frustrations into demands for higher salaries and reduced hours. Employers who tackle these issues head on, making it all about salary and hours, will often find themselves dealing with the symptoms and not the root cause.
It’s not just about the money
The following is a list of common barriers that will prevent an organization from achieving an increase in productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-
* Insufficient training
* Out of touch management
* Out of date working methods
* Lack of proper tools and equipment
Numerous studies have shown that salaries are rarely the most important priority for employees and providing an employer is paying a fair rate they would be fundamentally wrong to think that paying higher salaries is a panacea to all employee problems.
Take the case of a single mother who is juggling a full time job with the need to look after four children. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the company, may be more flexible working hours.
Good communications is what it is about
It is important for any organization to encourage communication. An organization where the management do not communicate well with their employees, or will wait for problems to be raised, can often think that they have a content workforce when the reality is that they don’t. It only takes one small problem and one disgruntled employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.
Improving communication
Ideally employer and employee would meet one on one but in practice this would seem practical only for very small organizations.
Regular meetings between management and worker representatives are good in theory but can degenerate into talking shops and slowly lose their purpose as the participants from both sides become familiar with one another and the meetings run the risk of being hijacked by the more extreme personalities.
Suggestion boxes can be useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.
Newsletters can provide a positive contribution, but their purpose is generally to inform and not discuss employee issues.
Maintaining the initiative
Conducting employee satisfaction surveys on a regular basis can be used to ask each employee specific questions and demonstrates a pro-active management initiative where the whole workforce can be consulted on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.
Being prepared to consulate with employees should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey and keeping the initiative the employer is able to tackle problems from a position of strength as opposed to waiting for problems to fester and then develop out of proportion.
Small problems left unresolved can lead to a situation where a minor problem might break the camel’s back and the workforce mood change from positive to negative over night.
It is quick and easy
For the majority of companies online surveys represent a proactive and low cost solution. For the majority of organizations where most of the personnel have desktop computers, online surveys are quick to design and deploy direct to the individual.
In situations where not all of the personal have access to a computer there are options available to implement the online survey solution such as providing a shared computer, have an operator input their responses or as a last resort, a hardcopy survey.
Job satisfaction
There are many elements that go towards providing an employee with job satisfaction, from the working environment, working methodology, working ethos, company ethics to having good and effective management. Job satisfaction brings benefits through improved productivity and motivation from a workforce that feels that they are treated as individuals and not a commodity item.
Inform and educate
A less appreciated benefit of online surveys is that they can be used effectively to educate and deliver important information to the workforce, ensuring that the ‘message’ is delivered consistently and does not become corrupted as it is passed down the line.
An online survey can explain to the employees a difficult situation and get valuable feedback as to the best solution. In this situation it is rare that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Identifying a problem may not be enough to prevent a person from leaving but it could lead to an unappreciated issue being resolved that may be all that is required to stop other key personnel from also deciding to leave.
For a Sample Employee Satisfaction Survey view a Employee Satisfaction Survey Template.
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