The Importance of Staff Satisfaction and Exit questionnaires
If a business strives to become more streamlined and productive there needs to be acknowledgement that such efforts may not bare any fruit if the results of their initiatives cause among the workforce widespread dissatisfaction and a high turnover of staff. Organizations that have a highly motivated workforce can benefit enormously and having a workforce that is both motivated and productive should not be regarded as being mutually exclusive to one another.
Left unattended employers run the risk of alienating their employees, events can cause employee frustrations to boil over resulting in employers finding themselves on the back foot, faced with a problem that cannot be ignored.
Ideally employers would allocate the time to fully understand the needs of their employees and learn from their experiences of working on the front line, but employers are too often themselves tied up with the day to day task of fighting their own fires.
Online surveys provide employers with an effective and affordable method by automating the process of collating the information and storing it in a format that allows for real-time analysis supplying the management with the intelligence required to achieve staff satisfaction and high productivity.
Dissatisfied & unproductive
There are many reasons why employees may be dissatisfied with their job and more often than not staff frustration is channelled into a demand for higher salaries and less hours. Managers 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 are the most common problems to achieving 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- Out of date working methods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
The solution to an employee’s problems is not always through the awarding of higher salaries. There have been many studies made that have found that the level of financial reward is rarely the main motivator towards job satisfaction.
Take the case of a single mother who is juggling a full time job with the need to look after two 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 business, may be more flexible working hours.
Communication is what it is all about
It is in any organization’s interest 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 can take only one aggrieved employee with one small problem for an entire workforce to develop a destructive ‘them and us’ attitude.
Improving communication
One to one meetings between employer and employee would be ideal but in practice only practical for very small businesses.
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 are 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 they only offer one way communication and their primary function is to inform and not discuss employee issues.
Keeping the initiative
Conducting employee satisfaction surveys on a regular basis you are able to ask each employee specific questions and present a pro-active management initiative where the whole workforce can be canvassed on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.
Consultation should not be seen as a sign of weakness, a confident manager will often take counsel from others 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.
If small problems are left unresolved they can lead to a relatively minor problem breaking the camel’s back and management faced with a workforce whose mood has changed from positive to negative over night.
Easy and quick
For the majority of organizations online surveys represent a proactive and low cost solution. For the majority of organizations where most of the personnel have desktop computers making online surveys quick to design and quick to deploy direct to the individual.
In situations where individuals do not have personal access to a computer there are still many options available to implement the online survey solution such as giving access to a shared computer, operator input or, as a last resort, a hardcopy survey.
Job satisfaction
There are combined elements that will contribute towards an employee’s job satisfaction, including company ethics, working methodology, ethos and environment to having decisive and effective management. Job satisfaction brings benefits through improved motivation and productivity 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. It is rare in this situation 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 represent are a good way of making sure that when people 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. Although identifying a problem may not prevent a person leaving, having identified a problem it can then be addressed and that may be enough to prevent other key personnel from leaving.
For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey Template
For a sample Employee Exit survey:- Employee Exit Survey Template
