Employee Surveys
Employee Surveys
Employee Surveys
their
careers.
The
simple
metric
output
from
a
survey
can
help
you
identify
areas
for
action
and
allow
you
to
track
improvements
once
changes
have
been
put
The Survey Initiative: An Introductory into
place.
Guide to Employee Research and
Employee Surveys. Measurement
systems
have
long
been
in
place
for
other
company
metrics,
such
as
return
on
investment
Basic advice on how to get the most out of an
or
earnings‐per‐share
(Norton
&
Kaplan,
1992)
and
in
employee survey and avoid the main potential
problem areas. the
same
way
employee
survey
metrics
can
be
powerful
tools
in
bringing
about
strategic
change.
Why research employee opinion?
Benefits of conducting employee research
There
is
a
growing
body
of
evidence
that
HR
outcomes
influence
business
outcomes.
This
critical
In
our
experience
we
have
found
the
main
benefits
link
between
employee
satisfaction
and
that
can
be
achieved
from
employee
research
organisational
performance
has
been
clearly
include:
established
by
a
number
of
researchers.
Demonstrating
to
employees
that
you
are
taking
Employee
perceptions
of
the
organisational
a
genuine
interest
in
them,
their
views
and
ideas;
environment
are
related
to
their
job
Identifying
strengths
and
weaknesses
in
involvement,
effort,
and
performance
(Brown
&
management
performance
and
organisational
Leigh,
1996).
policies,
procedures
and
technology
which
will
People
practices
have
been
found
to
have
a
improve
operational
efficiency
and
reduce
costs,
significant
impact
on
improvements
not
only
in
as
well
as
improving
employee
satisfaction;
employee
satisfaction,
but
also
in
the
Improving
employee
retention,
which
will
in
turn
organisation’s
productivity
and
financial
reduce
the
costs
of
recruiting
and
retraining
performance
(Delaney
&
Huselid,
1996)
(Koys,
replacement
staff
and
make
your
company
a
2001).
more
attractive
employment
proposition;
There
is
a
significant
amount
of
research
Improving
the
ability
of
employees
to
achieve
a
demonstrating
that
employees
have
the
greatest
better
balance
between
their
work
and
home
single
impact
on
customer
service
(Heskett,
lives
and
thereby
reduce
absenteeism;
Jones,
Loveman,
Sasser,
&
Schlesinger,
1994).
Determining
key
contributors
and
barriers
to
Many
aspects
of
organisational
communication
delivering
excellent
customer
service
and
have
been
found
to
have
significant
influence
on
soliciting
invaluable
improvement
ideas
from
job
satisfaction,
for
example
communicating
job
employees
who
deal
with
customers
on
a
daily
responsibilities,
goals
and
objectives,
deadlines
basis;
and
job
expectations,
communicating
freely
and
Highlighting
any
issues
that
arise
from
changes
in
regularly,
and
reviewing
work
and
salary
current
programs
and
consulting
on
various
regularly
(Ilozor,
2001).
plans,
such
as
relocation,
so
that
they
can
be
managed
in
a
proactive
rather
than
a
reactive
Using
employee
research
you
can
establish
an
way,
with
the
benefits
from
the
change
being
understanding
of
employee
perceptions
within
your
realised
at
the
earliest
possible
opportunity;
organisation
and
build
on
this
to
positively
affect
the
Helping
HR
Directors
to
drive
key
employee
bottom
line.
An
employee
survey,
in
particular,
can
issues
and
concerns
to
the
forefront
of
the
be
used
to
provide
insight
into
what
motivates
your
organisation’s
management
agenda.
employees,
what
makes
them
like
their
job
and
enjoy
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Employee
Surveys
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Employee
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Employee
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Employee
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Employee
Surveys
From
a
management
perspective,
it’s
also
very
can
then
be
used
to
review
the
progress
of
the
plan
important
to
be
able
to
see
how
the
results
achieved
as
actions
are
taken
as
result
of
the
plan.
in
the
survey
compare
with
previous
investigations.
Comparing
your
results
in
this
way
will
allow
you
to
Works Cited
track
the
success
of
any
policy
changes
or
action
Brown,
S.,
&
Leigh,
T.
(1996).
A
new
look
at
taken
as
a
result
of
the
survey.
Psychological
Climate
and
its
relationship
to
job
involvement,
effort,
and
performance.
Journal
of
Setting improvement actions
Applied
Psychology,
81
(4),
358‐368.
Although
improvement
action
planning
is
the
most
important
part
of
the
survey
process,
it
is
also
the
Delaney,
J.,
&
Huselid,
M.
(1996).
The
impact
of
activity
that
a
number
of
organisations
fail
to
deliver
human
resource
management
practices
on
against.
You
may
consider
using
statistical
techniques
perceptions
of
organizational
performance.
The
such
as
factor
and
regression
analysis,
these
can
Academy
of
Management
Journal,
39
(4),
949‐969.
allow
you
to
highlight
the
areas
impacting
on
Heskett,
J.,
Jones,
T.,
Loveman,
G.,
Sasser,
W.,
&
employee
engagement
and
motivation
and
help
to
Schlesinger,
L.
(1994,
March‐April).
Putting
the
focus
action
planning.
service
profit
chain
to
work.
Harvard
Business
Review.
Indices
can
be
calculated
in
key
areas;
for
example
if
Ilozor,
D.
I.
(2001).
Management
communication
communication
has
been
identified
as
an
area
for
strategies
determine
job
satisfaction.
Journal
of
improvement
in
your
survey,
you
can
set
a
target
for
Management
Development,
20
(6),
495‐507.
the
average
communication
score
for
the
next
survey.
Koys,
D.
(2001).
The
effects
of
employee
satisfaction,
Setting
and
then
publishing
these
targets
can
have
a
organizational
citizenship
behaviour,
and
turnover
on
powerful
effect
on
both
management
and
employees
organizational
effectiveness:
A
unit‐level,
longitudinal
alike.
If
managers
know
they
are
to
be
measured
study.
Personnel
Psychology,
54
(1),
101.
against
specific
standards
they
will
take
follow‐up
action
much
more
seriously.
And
if
employees
can
Norton,
R.,
&
Kaplan,
D.
(1992,
Jan‐Feb).
The
see
a
public
commitment
to
change
and
balanced
scorecard
‐
measures
that
drive
improvement,
they
will
play
their
part
more
performance.
The
Harvard
Business
Review.
energetically.
Follow up action
Further information
Ideally,
each
manager
(from
senior
management
to
supervisor)
should
work
with
their
team
to
identify
For
further
information,
please
contact
The
Survey
and
prioritise
two
to
three
areas
requiring
Initiative
on:
improvement
–
these
could
include
the
output
from
Tel
:
0870
803
1930
any
statistical
analysis
or
the
global
targets
but
can
also
be
identified
from
the
team’s
local
results.
Email:
info@surveyinitiative.co.uk
The
team
then
need
to
develop
and
implement
an
improvement
action
plan
that
is
regularly
reviewed.
It
is
useful
to
document
the
agreed
improvement
actions
and
how
they
will
be
delivered.
This
summary
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