YOUNGSTOWN, Ohio – Employees are the backbone of every company and are pivotal to their ultimate success. In many ways, their prosperity and efficiency equates to that of the company they work for. No matter how big a company may be, if its employees are not satisfied or productive in doing their jobs, it won’t be successful for long.
This is why it’s so important for companies to focus on their employees and make sure that they are providing them with the tools and resources they need to be successful. While simply taking a guess at what staff might appreciate can help in improving working conditions, it’s not the most straightforward or effective way to truly gauge what people are wanting and needing.
This is where employee satisfaction surveys come in.
Employee satisfaction surveys are an excellent strategy for getting feedback from employees on a myriad of topics, ranging from their general job satisfaction to specific aspects of their work. By taking the time to survey employees, companies can gain valuable insights that they would not otherwise have access to.
WHY CONDUCT A SURVEY?
Conducting an employee satisfaction survey has a multitude of benefits for both employers and employees. For employers, surveys provide a way to get feedback from staff on a variety of topics, including job satisfaction, workplace conditions and company culture. This feedback can be extremely valuable in identifying areas that need improvement. Additionally, surveys provide employers with a way to track employee satisfaction over time, which can help to identify trends and problem areas.
Not only do employee satisfaction surveys help companies understand what their employees need and want, they can also help to identify areas where employees are struggling. This information can be used to develop training and development programs that target these specific areas, which can help employees feel more satisfied and productive in their roles.
For employees, surveys also provide an opportunity to share their thoughts and opinions on their jobs and the companies they work for. This can be helpful in identifying issues that need to be addressed, as well as in giving employees a voice. Employees who feel appreciated and valued are more likely to be productive and satisfied in their roles.
BEST PRACTICES
There are many ways to conduct employee satisfaction surveys. Some common methods include online surveys, paper surveys and phone interviews. Employers should decide which method is best for their needs, taking into account the population size, survey length and available resources.
When creating a survey, employers should focus on questions that will yield helpful and actionable results. Surveys should be designed to collect both quantitative and qualitative data. Quantitative data can be collected through questions that ask employees to rate their satisfaction on a scale, while qualitative data can be collected through questions that ask employees to share their thoughts and opinions in an open-ended format.
There are a few key best practices to keep in mind when conducting employee satisfaction surveys:
• Make sure the survey is relevant to employees’ roles and responsibilities: Employees are more likely to respond to a survey if they perceive it to be relevant to their job. Surveys that are too long or ask irrelevant questions are likely to result in low response rates.
• Keep the survey short and concise. Employees are more likely to complete a shorter survey than a longer one. Surveys should be kept to a reasonable length, with 10-15 questions being ideal.
• Give employees ample time to complete the survey. Employees should be given enough time to thoughtfully complete the survey. Surveys that are due too soon are likely to result in rushed, inaccurate responses.
• Ensure confidentiality: Employees should feel confident that their answers will remain anonymous. This can be achieved by ensuring that surveys are conducted online or by using a third-party provider.
DON’T ASK CERTAIN QUESTIONS
Questions that are negative or personal in nature are likely to yield inaccurate responses. Employees are less likely to provide honest feedback if they feel their answers will be used against them.
Here are a few examples of questions that you should avoid asking in an employee satisfaction survey:
1. What problems do you have with your job?
2. Do you like your boss?
3. What don’t you like about your co-workers?
4. What makes you want to quit your job?
While these questions may seem harmless, they can lead to inaccurate results. Questions that ask employees to rate their satisfaction on a scale are more likely to yield accurate results than those that ask employees to share their thoughts and opinions in an open-ended format. Additionally, it’s important to avoid making assumptions about employees’ responses.
When creating an employee satisfaction survey, it’s important to ask questions that will yield helpful and actionable results.
Here are a few examples of good questions to ask:
1. How satisfied are you with your current job?
2. How engaged are you in your work?
3. What motivates you to do your best work?
4. What challenges do you face in your job?
5. How supported do you feel by your manager/supervisor?
6. Do you have the opportunity to do what you do best every day?
7. How likely are you to recommend this company to a friend or family member?
8. Is there anything preventing you from doing your best work?
There is no one “right” time to conduct an employee satisfaction survey. However, it is generally a good idea to administer surveys periodically so that employers can track changes in employee satisfaction over time. Additionally, employers may want to survey employees after any major changes or events, such as a company merger or restructuring.
Keep in mind that employee satisfaction surveys should not be used as a one-time event. Employers should follow up with employees after the survey has been completed and use the results to make changes and improvements where necessary.
EVALUATING RESULTS
Once the survey has been administered, employers should take time to evaluate the results. This can be done by calculating average scores for each question and/or by identifying any trends or patterns in the data.
After the results have been evaluated, employers should communicate the findings to employees. This is important to show employees that their feedback is valued and to encourage them to participate in future surveys. Additionally, employers should use the results of the survey to make changes and improvements where necessary.
SOFTWARE SOLUTIONS?
There are several relatively inexpensive or free survey software solutions that small businesses can use. Popular options include Google Forms, SurveyMonkey, and Zoho Survey.
When choosing a survey software solution, it’s important to consider the needs of your business. For example, if you plan on administering surveys on a regular basis, you may want to choose a solution that allows you to track and analyze results over time. Additionally, it’s important to make sure that the software is easy to use so that employees will be more likely to participate.
Conducting an employee satisfaction survey is an excellent way to get feedback from employees on a variety of topics. By following these best practices, employers can ensure that their surveys are effective and provide valuable insights.