The efficiency of a company is directly related to the presence of employees who do their job well. These are people who are satisfied, motivated, enjoy going to work, know how to collaborate, who are open to changes and acquiring new knowledge and skills. Maintaining a positive culture in a company requires investigating employee satisfaction. In this way, companies themselves track how satisfied their employees are with their work, which also determines the direction of the company’s development and business. These are the most effective studies of human resources in companies, through which employees feel valued, because their opinions is considered as important. These studies also help to identify specific problems, and then finding the right tools to solve them. The goal is to identify areas of satisfaction and dissatisfaction, but if the companies want the results of the surveys to be reliable, the questions answered by the employees must be carefully selected. It is advisable for this to be done by specialists in the field who can make professional questionnaires and then conduct an effective analysis of the results. Some of the most common methods for such studies are:
They are perhaps the most commonly used method for assessing employee satisfaction. They help the companies to understand the needs and preferences of their employees and to make a positive and productive work environment. Sometimes it’s difficult for employees to express themselves when they are face to face, especially if they are concerned about how the other party will take potential criticism. That’s why surveys, especially anonymous ones, can be useful tools. They usually consist of a series of questions referring to different aspects of employees’ experiences, such as job satisfaction, work environment, relationships with colleagues and managers, growth and development opportunities, benefits, and overall organizational culture.
Regularly conducting surveys provides important feedback on the aspects in which employees feel satisfied and those that can be improved. This allows companies to identify specific problems that require timely resolving and take actions to improve employee satisfaction and engagement.
Proper selection of questions in surveys is crucial to their effectiveness, and therefore the collected data should accurately reflect employees’ attitudes. Using ready-made questionnaires is not a good idea because the questions need to be tailored to the purpose of a particular study. This includes formulating clear questions, assessing the timing and frequency of administration, ensuring anonymity to encourage honest feedback, and analyzing the results to make important conclusions. Surveys that include too many questions or ones that are unclearly formulated and misleading are not effective. Misleading questions usually lead to a desired answer and in addition reduce the validity of the results, as well as decrease trust in the survey conductors. It should also be carefully considered what should be the ratio between open-ended and closed-ended questions in survey research, and what should be the response options for closed-ended questions.
They are an alternative to traditional surveys, but they are short, aimed at gathering feedback from employees or customers at a specific moment. Unlike traditional surveys, which are conducted once or twice a year, pulse surveys are conducted more frequently, either weekly, bi-weekly, or monthly. Their goal is to make real-time conclusions about the attitude of employees or customers and their levels of engagement and satisfaction.
These surveys typically include few questions, focused on specific topics such as corporate culture, job satisfaction, or customer service. The aim is quick and easy to answer questions, allowing participants to provide feedback without taking up much of their time.
These surveys have several advantages: They reflect current opinions and relationships, allowing companies to respond to issues in timely manner. Due to their brevity and frequency, this type of survey is less burdensome for participants, thus increasing their willingness to participate and their engagement. Last but not least, these surveys can be personalized to address specific topics or questions of interest to the company, making them highly adaptable to changing needs and priorities.
Conducting personal interviews with employees is a good method of assessing satisfaction and engagement levels. This gives employees the opportunity to share their thoughts openly, resulting in more honest feedback. This approach generally promotes good communication and understanding, and hence higher levels of employee engagement and satisfaction.
Conduct interviews with departing employees to understand the reasons behind their decision to leave and gather feedback on their overall experience with the organization. Exit interviews are a crucial tool for organizations to gain insights into why employees are leaving and to identify areas for improvement. Typically, this is a set of open-ended questions that cover various aspects of the departing employee’s work experience with the company. These may include for example: What influenced your decision to leave?; Were there any specific issues that led to your decision?; How would you describe your overall experience working here? What did you enjoy most about your role or team?;
How would you rate the organizational culture and work environment?
All of these methods inform companies about how satisfied their employees are at work and enable them to improve their company experience when needed. Because satisfied employees are:
• more motivated
• more productive
• are less absent from work
• work better in a team
• more likely to spread positive information about the company
• are likely to stay at the company for a longer period
SEND A REQUEST FOR
PERSONNEL RECRUITMENT AND HR CONSULTING SERVICES