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In a competitive world with the need for businesses to be more productive and streamlined an organization can often find itself with a workforce working under pressure suffering from low moral and experiencing a high staff turnover. 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.

If problems are left unresolved then companies run the risk of alienating their employees and events can then cause employee frustrations to boil over resulting in managers finding themselves on the back foot, faced with problems that cannot be ignored.

In an ideal world employers would take time to understand the needs of their employees and learn from their experiences of working on the front line, but employers are often themselves tied up day to day 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 common barriers 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• Out of date working methods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

Paying higher salaries is not always a solution to an employee’s problems nor as many studies have revealed is it the most important motivator for employees.

Take the case of a single mother who is juggling a full time job with the need to look after a child. 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.

 

Good communications is what it is about

It is important for any company 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 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

Ideally management would hold one to one meetings with each employee but in practice this would only seem practical for very small businesses.

Meetings between management and worker representatives are good in theory but can often spiral into becoming talking shops and losing their purpose as both sides become more 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 a positive step, but their primary purpose is to inform and not discuss issues.

 

Maintaining the initiative

Conducting employee satisfaction surveys regularly you are able to ask each employee specific questions and presents a pro-active management initiative where the whole workforce can be consulted 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 retaining the initiative and conducting a survey the employer is able to tackle problems from a position of strength as opposed to waiting for problems to arise and develop out of proportion.

Leave a number of minor problems unresolved and it can lead to a situation where a small problem might just break the camel’s back and the mood of the employees change from positive to negative over night.

 

It is quick and easy

For the majority of companies online surveys represent a proactive and low cost solution. For the majority of organizations where most of the personnel have desktop computers, they are quick to design and deploy direct to the individual.

In situations where not all of the personal have access to a computer there are options available to implement the online survey solution such as providing a shared computer, have an operator input their responses or as a last resort, a hardcopy survey.

 

Job satisfaction

There are a number of elements that combined will provide an employee with job satisfaction, from company ethics, working environment, methodology and ethos to having good 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

An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.

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; it is more likely they will feel informed and empowered and that might be enough to turn a potentially negative problem into a positive challenge that unites the workforce.

 

Exit surveys

Exit surveys are a method for management to confirm that when people leave the organisation they are leaving for valid reasons and not for reasons that if appreciated earlier could have been addressed and possibly resolved. 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.

 

Analysing the results

After having consulted with the workforce using an online survey the survey results are available for instant analysis. Common and specific problems can be identified very easily and then brought to the attention of senior management who will then have the chance to address the issues that have been raised.

 

Summary

Used regularly online surveys represent a simple and productive method of taking the pulse of an organisation and an easy way to establish a two way communication channel between employer and employee with the results providing management with vital, accurate and significant information.

For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey Template

For a sample Employee Exit survey:- Employee Exit Survey Template

How to create a survey using Survey Galaxy

Writing surveys is easy; isn’t it? The reality is that writing surveys is easy but writing surveys that will be effective is more difficult. The following are twenty tips that if followed will help you write more effective surveys.

1. What is the purpose of the survey?

There are many reasons for conducting questionnaires. By correctly phrasing the questions and structuring the answers surveys can be used in a multitude of ways and for a variety of reasons. When compiling a survey don’t lose sight of its purpose.

2. Give the survey a good title

The title of the survey is an opportunity to instantly summarise a survey’s objective and encourage respondents to participate. Respondents need to invest time in completing the survey so you need to encourage them that their investment will be worthwhile.

3. Do not make the survey any longer than it needs to be

Every question asked should be asked for a reason. Minimize asking questions that will provide you with ‘nice to know’ information and concentrate instead on ‘need to know’ questions.

4. Use plain English, avoid terminology and acronyms, be consistent and ensure that the questions you ask will not result in ambiguous answers

Word the question carefully. If a question can be interpreted in more ways than one then there is a real risk that any analysis of the resulting survey data will be worthless or at the very least suspect.

5. Avoid long questions

Where practical use concise sentences. Long questions can cause a respondent to lose concentration and can lead to a higher level of incidents where respondents abandon a survey.

6. Ask one question at a time

Avoid confusing the respondent with a question like ‘Do you like golf and football?’

7. Don’t influence the answer

Do not load the question. ‘Should irresponsible shop keepers who sell alcohol to children be prosecuted?’ is likely to have no value.

8. Ensure that the answer format used allows the respondent to answer the question being asked

Allow the respondent to answer how they really feel or they may be inclined to abandon the survey. As a last resort consider the benefit of including a “No comment”, “Can’t say” or similar response option.

9. When you are compiling your survey consider how you will analyse the results once the survey has been published

When asking questions that allow for a free text open ended response appreciate that such information is likely to be difficult to score and/or summarised. Consider how answers can be grouped. For example “Indicate your length of service?” – ‘less than 1 year’, ‘between 1 and 5 years’ and ‘more than 5′.

10. Try and ensure that the questionnaire flows

Group the questions into clear categories as this makes the task of completing the survey easier for the participants.

11. Target your respondents carefully

Sometimes you will want to target a specific group, in others a cross section. If you can’t control who responds to your survey consider including questions/answers that will allow you to filter out respondents who don’t match your target profile.

12. Allow the respondent to expand on their answer or make comments

Allowing respondents to make additional comments will increase their satisfaction level and will also give valuable feedback on the specific questions and/or the survey as a whole. Remember though for a large sample collection it may be difficult to analyze free text open ended responses.

13. If the survey you are conducting is to be confidential ensure that your pledge is upheld

If you have made guarantees to the respondents that the survey is confidential you need to ensure that the individual data is not shared with anyone or used for any other purpose. Confidentiality must be maintained at all times and any contact information destroyed after the survey is complete.

14. Consider the advantages and disadvantages of allowing respondents to be anonymous or identifiable

If your respondents are to be anonymous then you will be unable to follow up specific complaints or match “pre” or “post” surveys. Allowing people to remain anonymous will however allow people to respond without possible peer pressure.

15. Give careful consideration to the best response format

Being consistent with the format used for responses is good practice. When creating your survey keep in mind that when analyzing the data single selection radio buttons are easier to analyze than multiple selection check boxes. Do not use a check box if a radio response would do.

16. Advise the respondent as to the approximate time it will take to complete the survey

If the survey appears to be a stream of never ending questions then respondent drop can increase. It is a good idea to give an indication as to how long the survey is likely to take so the respondents can choose the best time to complete the survey.

17. Inform respondents of the survey end date

Encourage your invited respondents to complete the survey as soon as possible but advise the respondents of the survey’s end date so that they have the opportunity to schedule the necessary time.

18. Pilot the survey

Before publishing a live survey publish a pilot survey to check for questions that are ambiguous or confusing and to confirm that the survey is aesthetically pleasing.

19. Before publishing the survey proof read the survey carefully

Check and check again that the survey is grammatically correct and makes sense. If possible get someone else to proof read the survey before you publish, if no one else is available then take a break before checking again.

20. Thank the respondent

To complete surveys respondents need to invest their time and should be thanked either in a covering letter, at the end of completing the survey or in a follow up letter. You may even want to consider incentives such as a reward of some sort.

For further information please visit Survey Galaxy