With the need for many organizations to be more streamlined and productive a business can sometimes find itself with groups of employees working under pressure that if not addressed could then lead to low moral and a high turnover of staff. 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.
Left unresolved employers run the risk of alienating their employees and events can then cause employee frustrations to explode resulting in employers finding themselves on the back foot, faced with problems 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 can automate the intelligence gathering process allowing the collated data to be instantly analysed thereby providing the management with a low cost and effective method to help towards achieving a pleasant working environment with the aim of promoting employee satisfaction while still ensuring that productivity is high.
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 about 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:-
- Inadequate training
- Out of touch management
- Out of date working methods
- Lack of proper tools and equipment
Increasing salaries is not always a solution to employees’ problems nor as many studies have revealed is it the most important motivator for most employees.
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 company, may be more flexible working hours.
Communication is what it is all about
It is in any organization’s interest to encourage communication. Without good communication between personnel and management, or where management wait until problems are raised, management may assume that they have a content workforce when in actual fact the opposite is true. It can very easily start with a small problem and one aggrieved employee for the problem to escalate to involve an entire workforce and generate a ‘them and us’ attitude.
Improving communication
For very small organizations it may be manageable to have regular meetings between the employer and individual employees but for larger companies this would probably prove impractical.
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 be useful, but their main purpose is generally to inform and not discuss 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.
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 easy and quick
For most companies online surveys represent a proactive and low cost solution. They are quick to design and for many companies, where the majority of personnel have desktop computers, they are quick to deploy direct to the individual.
Where not all of the personal have access to a computer there are various options available that will allow you to accommodate their responses such as providing a shared computer, conducting telephone surveys or as a last resort, a hardcopy survey where the hard-copy responses can be added to those who competed the survey online.
Job satisfaction
There are elements that together will help towards providing an employee with job satisfaction, including company ethics, working environment, methodology and ethos to having effective and decisive 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.
Educate and inform
Online surveys can be used to educate and disseminate information on to the workforce, ensuring that the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can become distorted as it is passed on.
An online survey can explain to the employees a difficult situation and get useful 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 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. If a problem has been identified it may be too late to prevent an individual from leaving but if addressed it could prevent other key personnel leaving for the same reasons.
For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey Template
For a sample Employee Exit survey:- Employee Exit Survey Template
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Aim, Amp, Employee Satisfaction, Experiences, Fires, Frustrations, Intelligence Gathering, Job, Online Surveys, Productivity, Questionnaires, Root Cause, Salaries, Salary, Staff Frustration, Staff Organizations, Touch Management, Turnover, Workforce, Working Environment