Business Incorporation

Employee evaluations are an important part of any business. The process of giving feedback concerning employees’ work performance and behavior is instrumental for both employers and employees in creating a successful working environment. Often times, employee evaluations involve the employer filing out a form containing a list of questions about the employee along a variety of evaluative criteria. This linear listing of criteria is not always the most intuitive way to present information, for either the employer or employee. A more intuitive and creative way to complete this evaluation process is to use Idea Mapping. In contrast to the traditional form, an Idea Map allows the employer to summarize the employee’s strengths, weaknesses, and core competencies in one, visually stimulating, and creative document. Thus, the employer has the ability to “map out” his or her feedback regarding employees in a way that is easier for both parties to understand.

What is Idea Mapping?

Idea Mapping is a means of organizing information using an Idea Map, which is a “colorful, single-page visual that captures [a person’s] thinking in key words and images.” Idea Mapping is widely believed to be a more effective means of conceptualizing information than traditional outlining, because it uses a spatial, rather than linear, approach to help define the information. When using an Idea Map, both hemispheres of the brain are engaged, allowing the brain to process information in a manner more consistent with its natural functioning. The result is the ability to “plan, communicate, remember, organize, innovate, and learn” information quickly and efficiently.¹

Using an Idea Map in Employee Evaluations

An employer has been asked to perform employee evaluations for each member of his work team. He wants to use Idea Mapping to organize each evaluation, so that his employees can view his feedback in a way that is easy for them to process and understand. He begins each Idea Map by representing the employee’s evaluation with a central graphic located in the center of the map. He then divides the map into four sections, “Strengths”, “Weaknesses”, “Core Competencies”, and “Areas Needing Improvement”, by listing each of the sections on “branches” attached to the central topic. Next, he lists any specific feedback he has for the employee concerning each section on “child branches” attached to the “branches”. Lastly, he fills in the Idea Map using colors, key images, and pictures to make the map more associative. The attached Map diagram is an example of what an employee evaluation might look like if constructed in the manner described.

Advantages of Idea Mapping for Increasing Employee Performance

The attached described Idea Map has a couple of distinct advantages over traditional employee evaluations for increasing employee performance. Firstly, the map is laid out in a creative and intuitive manner, making it easier for the employee to internalize the employer’s feedback. The employee can clearly see how well he or she is doing in each area of evaluation in one graphic snapshot, rather than having to skim through a page or pages of words describing his or her performance. Secondly, the Idea Map provides employees with several points of visual association, making the evaluation incredibly easy to internalize and recall. The employee can, thus, refer back to the map during his or her workday as a way of judging how well he or she is performing the job. Both the clarity with which the evaluation is presented, and the inherent facilitation of easy recall contained in the map, lets employees know what is required in order to perform effectively within the company. Idea Mapping, therefore, gives both employer and employees the tools to give and receive constructive feedback, and increase employee functioning within the organization.

Small Business Advice business, employee, employer, evaluation, feedback, mind map

Left alone it doesn’t take long for a building with a single broken window to rapidly become a building with many broken windows. Problems that are fixed when they are small will stop them from developing into larger problems.

When considering the level of employee satisfaction the same is true. Dissatisfaction spreads like wildfire and in a surprisingly short period of time you’ve got morale problems of the kind that are notoriously hard to fix.

Ensuring your employees are happy is mostly about being tuned into what their problems are and, importantly, dealing with them early on. It is important to keep the initiative and a good tip is to give a little and often.

This turns out be a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. If management wait to introduce change until they are prompted by employees then they risk having to implement change from a weak position. Staff like strong, confident management and this approach generates respect not least because someone has taken the time to understand some of the employees’ issues.

Compare that with managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn leads to further and less reasonable demands. It’s not big and it’s not clever.

How then can an organization monitor the morale of the employees without a big budget and an abundance of spare time?

The most obvious solution is to conduct an online employee survey. They offer a quick, easy and cost effective solution. Surveys can be written and deployed in seconds, using email, web links and social networks they cost nothing to disseminate and the results are collated and displayed in real time.

The ideal delivery platform is the corporate intranet.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the ability of online surveys to produce real-time results the mood of the workforce can instantly gauged and collective and individual concerns highlighted.

A company can use survey results to highlight problem areas and then use follow-up surveys to target specific concerns. With good information managers are able to identify specific problems and prepare a considered response.

A major advantage of regular surveys is that they allow companies to address relatively small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where what might be seen as a insignificant incident explodes into a torrent of pent up anger.

And don’t forget that the majority of employees appreciate being consulted so asking their opinion is not a sign of weakness but an indicator of good decision making.

It’s unusual to find, but there it is – sometimes management problems can be solved with something that is quick, easy and won’t break the bank.

Small Business Advice employee, employee relations, employee satisfaction, employer, feedback, human resources, management, Online surveys, personnel, satisfaction surveys

Although there are distinct advantages to conducting regular employee satisfaction surveys online to measuring employee satisfaction - there can also be risks.

Listed here are some of the main advantages, considerations and the possible risks to conducting employee satisfaction surveys online.

Advantages

Identify Problems - Surveys are can be very effective in identify problems areas before they become serious, especially those that are hidden from senior management.

Working Environment - From something small like a broken chair to the more serious problem of sick building syndrome that can result in personnel experiencing headaches; eye, nose, and throat irritation; a dry cough; dry or itchy skin; dizziness and nausea; and difficulty in concentrating. Surveys allow environmental problems to be identified in a measured and controlled manner.

Remuneration & Benefits - Measure and monitor how satisfied personnel are with their remuneration and benefits.

Mood and Moral - Provides a simple but effective method to measure and monitor the mood and moral of an organization.

Benchmark - In the same way that an organization will consider their financial position by comparison with previous years, so the regular use of online surveys will allow an organization to monitor and measure their progress and development in non-financial terms.

Processes & Procedures - As businesses evolve some of the traditional processes and procedures can become antiquated, personnel are often the first to know and the last to be asked. New technology is often a driver that will cause a business to evolve and the business processes need to be constantly challenged to ensure that they are properly aligned with the technology.

Training - Lack of proper training is a common cause of dissatisfaction among employees and can lead to more serious problems such as stress.

Communication - For an organization to run efficiently good internal and external communications are essential, surveys can provide a method to help organizations to monitor and measure how well an organization communicates.

Goals and Objectives - Surveys can measure and monitor the extent that the personnel are aligned with the senior management’s business goals and objectives.

Cost Effective - Using survey questionnaire software surveys are quick and easy to create, simple to deploy and will provide real-time results.

Compliance - To properly comply with an ever increasing array of regulations the modern organization needs to be able to disseminate information throughout the organization and ensure, through records, that the information has been received, and importantly, understood. Online surveys provide organization with a cost effective method to meet many of their obligations.

Keeping the Initiative - It is always better for management to ask than be told. By conducting periodic employee satisfaction surveys the management is able to retain the initiative in trying to identify problems that could otherwise metamorphose into demands.

Considerations

Management Backing - A survey that is both sanctioned and has the support of senior management will go some way in ensuring that any action required, based on the survey findings, will be implemented.

Ask the right questions - Consider careful the questions being asked. If the survey is perceived by employees of just trying to tick the right boxes the survey could result in more negative attitudes.

A survey that is to be conducted annually should try and ask questions that will provide senior management with an overall health check of the organization.

Only ask questions that will apply to all departments and personnel. If some areas of the organization require detailed investigation consider running separate one-off surveys that can be targeted at specific personnel.

Incentive - Most employees will feel that by being able to give their opinions that they are already stakeholders in the exercise and will be happy to participate in the survey as they will expect to benefit from the process.

However, some incentive may help improve the overall response rate or could be used to encourage early participation.

Either all participating employees could be awarded a small incentive or entered into a prize draw for a much bigger prize.

Anonymous - The decision to allow respondents to remain anonymous or not needs careful consideration. A survey that is conducted anonymously may allow employees to be more candid, however, anonymity may encourage some individuals to make wild accusations that can not be substantiated and cause considerable concern. It is often better to keep everything ‘on the record’ rather than ‘off the record’.

Where survey respondents are not anonymous there is the opportunity to encourage those that have not completed the survey to do so and also to allow issues that have been identified by the survey to be follow up directly with individual who raised them.

Comments - Keep free text comments to a minimum because they are difficult and time consuming to measure and analyze.

Limit the number of questions that allow for free text responses, usually one that asks for general comments at the end of the survey is sufficient and effective; where surveys are not anonymous, consider conducting further surveys to follow-up where the earlier survey identifies areas where additional and more specific information is required.

Risks

Management - Some managers can regard any form of employee consultation as a sign of weakness and may have a tendency to dismiss out of hand any negative comment.

Warts and All - A survey is likely to reveal warts and all. Senior management may need to prepare themselves for the revelation that the top down view may differ considerably from the bottom up view and that once problems had been identified they will not be able to claim ignorance as an excuse to why they are not resolved.

Non-Action - Many employees will invest time and effort in participating in a survey and their hopes and expectations will be raised. Employees will be quick to develop a negative attitude if post-survey the issues that are apparent from the results of the survey are not properly addressed. It may result in it becoming more difficult to obtain employee feedback in future if the personnel start to regard it as a waste of time.

Management should be prepared to formally recognize and respond to any issue that is raised as a result of conducting a survey even if the demands of employees are not to be met. If the senior management team have previously advised the employees that some of the issues raised in previous surveys are to be addressed and resolved then that action should have at least started before any follow up surveys are conducted.

Can Cause Problems - Where surveys reveal, or bring problems, to the surface there could be a tendency for senior management to blame the messenger.

Summary

There are considerable benefits in conducting regular online employee surveys, but for them to be effective important considerations need to be made upfront. Employees can find responding to surveys therapeutic but it is the post-survey analysis and the management’s response and action that will ultimately determine how useful and effective the process has been.

For a sample employee satisfaction survey: Employee Satisfaction Poll

Small Business Advice appraisal, employee, employee satisfaction survey, employee survey, employer, feedback, human resources, management, Online survey, personnel, questionnaires

The importance of insurance is taught to us at a pretty young age and you will come across it many times in your life. Almost everyone in the western world has insurance of some sort to cover themselves or their property. From computer insurance to travel insurance, their are many types each vitally important. It is just as important to have office insurance if you are working in such an environment and here are three of the top reasons why this is the case.

Cover Employees. If you have anyone working with you or for you it is important that they are covered by your insurance. Believe it or not accidents in the workplace take place quite often and you could be picking up the medical bills if you fail to get insurance for this. On top of this, most employees would be very put off if they knew they were working in an environment that was not properly covered.

Damage or loss. The majority of offices house expensive items and equipment that often adds up to a substantial amount. In the event of a fire or theft for example, having insurance will cover you for these loses and mean that your business is not crippled. Additionally, having insurance will give you a piece of mind and will stop you worrying about the worst case scenario happening.

Credibility. Quite often, being able to say that you are fully covered by even small business insurance, shows your clients and other businesses that you are responsible and professional.In actual fact you’ll more often than not easily cover the cost of your insurance with the increased money you get from better customer confidence. Just ask yourself this, would you do business with a company that didn’t have the money or effort to arrange insurance cover?

Small Business Advice cover, damage, employee, insurance, liability, loss, office, working

I’m not happy. The printer has still not been fixed and now my chair is broken. The problem with this place is that it is falling apart. The boss really doesn’t seem to have a clue as to what is really going on.

And on it goes.

These are the sort of thoughts that start to go through the minds of individuals when an organization loses touch with their personnel; the chair that is broken, no feeling of appreciation, blaming ‘management’ and for some even questioning the futility of what they are doing. Minor problems fester and a cynical and negative mindset develops. Can you be sure that this isn’t the sort of thing that is going on right now in your organisation?

Social events outside the office become nothing more than a forum for complaints and negativity grows among people who feel powerless to effect change. Dissatisfaction will often synthesise into a demand for an increase in remuneration, as though like a cheap fix more money will momentarily lessen the pain.

Left by management, undiscovered and unaware, the concerns of this employee will inevitable find solace with their colleagues own individual concerns, where the only common demand will be for an increase in remuneration, more paid holidays and a reduction in working hours, all of which will not fix the broken chair, ensure that new personnel are in future properly introduced, trained and managed nor help management identify areas of inefficiency.

Organisations have a habit of compartmentalising people, physically through offices, cubicles and workstations also in terms of responsibility. With strong and effective management to support this structure it can be productive, but as an organisation grows, weak or inappropriate management can infiltrate the management chain and it is only to then be expected that cracks will begin to appear.

Looking at an organization from the top down all the corporate garden can appear to be in full bloom as middle management either disguise or are just unaware of festering problems.

A very skewed view can be the result of relying on a limited number of indicators, just as a one eyed person finds judging distance difficult. By establishing procedures that sample the mood from different perspectives throughout the organisation good management will be able to form a rounded picture.

The benefits of establishing good, frequent and extensive communication channels are both direct and indirect.

A senior management team that is known to have their ear to the ground will command great respect and will keep middle managers from becoming complacent knowing that they can no longer dismiss the senior managers searching “How is everything going?” question with a glib “Fine”; In my book if someone says “fine” you have to ask if they really know what is going on.

Most principals of organisation will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online employee surveys they can achieve the same benefits.

Online surveys provide an ideal method to establish effective communications between the employee and employer. Using a survey hosting service they can now be created and published with speed and ease.

Surveys can be deployed in seconds by utilising the Internet and intranet, they can be completed easily by employees and the results analyzed in real-time exposing the ‘problems’ and giving early warning towards common themes of dissatisfaction.

With their ability to get to the heart of an organization online employee satisfaction surveys can confirm that all is well in the engine room and that there is sufficient fuel to keep it running.

There are considerable benefits to conducting online surveys, real issues can be identified and employees feel that they have a forum to express their concerns.

Although online surveys will not on their own resolve problems they do help identify the concerns of the employees and that in turn gives senior management the opportunity to fix the problems that need fixing, if people then do decide to leave the organisation they will hopefully be doing so for the right and not wrong reasons.

Although monetary concerns can often be cited as the main reason good people decide to leave a organization dig a little deeper and it is often found that it is more to do with one or more of the following:-

• the workplace environment;
• a lack of fulfilment;
• insufficient training and feedback;
• lack of a career path;
• over worked;
• lack of trust and respect with the senior management.

A well planned employer/employee communications programme that can identify the individual and common concerns of employees will give senior management the opportunity to address root problems and not just the symptoms of employee dissatisfaction, allowing them to demonstrate to their employees that they are not viewed simply as interchangeable parts that can be used for any job at hand.

Employee surveys need to be customised so they are relevant for each individual organisation. I invite you to put yourself in the place of an employee and complete the short sample employee satisfaction survey, then view the results of the satisfaction survey and just think of the benefits to management being able to measure so easily the heart beat of the organization.

Small Business Advice employee, employee relations, employee satisfaction, employer, feedback, human resources, management, Online surveys, personnel, satisfaction surveys

The benefit of deploying an employee survey on an annual basis has for a long time been widely accepted but many organizations are reluctant to conduct them due to the amount of effort that is required.

Many organizations who have bit the bullet and conducted their own internal employee satisfaction surveys have often relied on word-processors to allow them to design and compile a survey, then gone through the effort of printing and distributing the survey and spent time chasing and collecting the completed surveys and then even more time transferring the survey response information into a meaningful management report.

Fortunately with the introduction of the Internet and hosted survey websites what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.

Document here is a step by step guide to help implement a survey that will bring considerable benefits to any organization.

Step 1 - Identifying the Need

There are many reasons an organization might need a survey. Listed here are a few of the common reason why employee satisfaction surveys are conducted.

Event Driven

If your organization is about to embark, or is going through, a process reengineering program a series of employee surveys can assist in managing the change program, measure the effectiveness of the change, help to deliver a ‘message’ and gather valuable feedback throughout the change cycle.

Where an organization is experiencing a period of rapid growth employee surveys can make sure that the employees are aware of their reporting and management responsibilities.

Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.

An employee survey can help an organization identify the underlying cause of employee unrest that may results in an increase of staff turnover and through the survey findings help find solutions.

Periodically

As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.

Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their ‘top down’ view of the organization matches the reality and ‘bottom up’ perspective.

Employee surveys will help an organization establish good employee/employer communication that will in turn bring direct and indirect benefits.

Step 2 - Management Buy-In

Although having management buy-in to a survey is always desirable and in some cases it may prove essential to ensure it is a success, in some instances the results of a survey that may not have had full management support at the start could lead to kick-starting a management that has grown complacent and detached from their employees.

Some senior management teams will recognize and drive the need for employee surveys, while other management teams may need to be convinced of the direct and indirect benefits an employee survey will bring.

The degree that management commit to an employee survey will have a bearing on the nature of the survey and to some extent will help determine what questions.

A management that is supportive of the initiative may have specific areas of concern that they require feedback on or they may give the go ahead simply because they have no reason to think that the level of employee satisfaction throughout the organization is anything other than high.

Ideally there will be management support for the employee survey from the very start as they have much to gain and it is they who are in a position to implement any required change if it is identified by the survey.

Step 3 - Designing The Survey

Good surveys will take some time and effort to write but providing the basic rules of survey design are followed and a concerted effort is made to include the ‘need to know’ questions and omit the ‘nice to know’ an effective survey will begin to take shape.

Deciding on what questions should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.

When considering what questions to ask consideration should be given to how the results are to be analyzed. For example there is nearly always a wish to ask for individual comments but these free text answers can be very time consuming and cumbersome to analyze and should therefore be used very sparingly.

Online surveys make it practical to conduct multiple smaller surveys than one very long survey and avoid the higher the drop out rate that are associate with longer surveys.

Step 4 - Proof Reading And Testing

Spelling, Grammar and Clarity

Before publishing the survey make a careful check for spelling and typing mistakes and incorrect grammar. It is recommended that you always have a colleague who has not been involved in the survey design to proof read the survey with clean eyes before the survey goes live, if no colleague is available try to take a break before checking through the survey again.

Say What You Mean And Mean What You Say

When checking the survey consider the survey from the respondent’s viewpoint, you may know what you mean by each question but will the employee?

Allow The Employee To Answer Truthfully

For closed questions where the employee will be required to choose from a number of available responses have you allowed the employee to answer accurately? Make good use of responses like ‘No Comment’, ‘Not Applicable’ or ‘Don’t know’ where you have made the question mandatory but the employee may not be able or wish to answer.

Consider allowing the employee to include an ‘Other’ answer but also appreciate that ‘Other’ answers will add to the complexity when analyzing the survey results.

Don’t Require A Response To Questions That May Not Have One

Check that for questions that have been made mandatory that you definitely do require an answer, for example open questions that ask for additional comments should not be mandatory unless you really do require the respondent to write a comment.

Check you will be able to Analyze the Data

Check through the survey again but this time looking at how the results of the survey will be analyzed. Consider how you are likely to want to analyze the survey data, have you asked the right questions to be able to perform detailed analysis? For example if you wanted to view the detailed response data from the perspective of the different genders, or maybe departments, check you have asked the employee to indicate their own gender and/or department.

Don’t Ask Anymore Questions Than You Need To

Consider all the questions in the survey and ensure that they are all ‘need to know’ questions.

Test The Link And Try Completing The Survey

Publish the survey and then send the survey’s link to a number of people who will be willing to test the survey. By completing the survey yourself you will get a feel for the survey from a respondent’s point of view. From your own and the feedback of your colleagues stop and fine tune the survey as required.

Continue to repeat this process until you are happy with the survey.

Check The Data

Take the time to view the online results of the test data and ensure that the data is being collected and can be analyzed in a manner that will give meaningful results.

Step 5 - Promoting And Deploying The Survey

Where all or the majority of employees have access to the Internet or company intranet deploying the online survey is easy, either via email and/or by establishing a link to the survey from your own website or the Intranet.

If there are employees that do not have direct access to the Internet there may be a number of alternatives that can be used such as issuing the survey in printed form, providing access through a shared terminal or giving them an incentive to complete the survey at home.

Anonymous Responses?

There is a choice to allow all surveys to be completed anonymously. A survey where respondents are allowed to be anonymous may encourage employees to speak their minds promoting ‘a warts and all’ approach, in turn giving management an opportunity to nip potentially serious problems in the bud.

However, allowing anonymous comments also allows employees to be more flippant and cavalier with their responses. Some organizations would therefore only want to consider comments where employees are prepared to stand by their convictions and that will also provide an opportunity to follow up the specific concerns of individual employees.

The decision to allow anonymous responses or not will, among other factors, be down to the individual organization, the specific nature of the survey, the surrounding circumstances, the management style and the existing employer/employee relationship.

Step 6 - Monitoring The Survey

While the survey is in progress you are able in to view the real-time results online and the number of surveys that have been both started and completed.

If after a few days the number of completed surveys falls short of any set target it is recommended to send employees one or more reminders to ask them to complete the survey.

Step 7 - Analyzing The Results

When it comes to analyzing the results data there are no hard and fast rules. Much will depend on the specific survey, the questions that are asked and the number of responses that are received.

The majority of surveys will benefit from the results being displayed in graphical as well as tabular form.

On the proviso that the right questions have been asked when the survey data is first analyzed a number of ‘headline’ results will often stand out that can provide you with an overview and an assessment of the general mood of the organization.

In areas where the results indicate areas of concern a more detailed analysis may be advisable. For example if employees were asked if they felt the organization provided equal opportunities to both genders it would be useful to have a gender split and if say 25% gave a negative response the ability to drill down further to see what the gender split was of the 25% that answered negatively. Was the negative view shared by employees of both genders, evenly spread throughout the organization, or of a particular gender from a particular department?

There is a method of reporting that presents the result data in tabular and/or graphical form allowing those who are interested in the results to view the raw data.

As a complement to the first, another method is to study the results and provide an analysis of the data and offer an opinion as to what the meaning is behind the results, what circumstances may have contributed to the results being as they are and in cases where the results have exposed negativity, propose initiatives that could address and resolve the problems . Such analysis if done by a single individual is likely to be very personal, if done by a committee it is still likely to be objective and therefore open to interpretation.

Step 8 - Post Survey Action

The most important step is probably the last. The results of an employee survey will either confirm that the perfect organization really does exist or, and more likely, it will by the individual and common concerns that are raised identify the areas that are less than perfect.

It may be that further more detailed surveys are required that target specific areas. For example the survey may reveal that employees working in a particular department are collectively unhappy, but the reasons for their dissatisfaction may not be clear. A highly focused follow-up survey may help reveal the root causes.

When employee surveys are run on a regular basis an organization that has a track record of addressing the issues highlighted by surveys will see their efforts rewarded in the results of subsequent surveys. Almost all organizations have some problems and it helps an organization’s moral to see that a channel is available that will allow problems to be highlighted, addressed and resolved.

Summary

It is hoped that these guidelines will help an organization conduct successful employee satisfaction surveys, they are however, only a guide.

Organizations are often different in style and structure and each organizations ‘personality’ will go someway to influencing the tone and nature of the survey and organizations will have many different reasons for conducting a survey.

By utilizing existing technology and conducting surveys online you are now able to monitor the heart beat of an organization, quickly, easily and, by using websites like www.surveygalaxy.com, at minimal cost.

Small Business Advice employee, employee relations, employee satisfaction, employer, feedback, human resources, management, Online surveys, personnel, satisfaction surveys

If your perception of conducting surveys is that they can be a useful exercise but are too time consuming to prepare, cumbersome to deploy and require considerable resources to process the numerous responses into a meaningful report it is perhaps time to think again.

Online surveys turn what was once a time consuming, resource hungry, cumbersome process into a low cost, quick, easy exercise that delivers real-time reporting.

The Ease of Design

Out with the word-processor, now there is a quick and easy way for almost anyone to create surveys using a simple menu system that allows surveys to be created in minutes and with the ability to add additional questions and modify and move existing questions around.

Ease Of Delivery

Once a survey has been created it is deployed through the internet or organisation’s intranet making it instantly available to anyone with access to the internet.

Ease of Promotion

There are a number of easy ways to invite respondents to participate in a survey such as sending an email that contains a link to the survey or linking to the survey from a suitable website.

Ease of Participation

Online surveys don’t just make it easy for the publisher as most respondents find that, when compared against the traditional pen and paper survey, completing a survey online is quicker and easier and from the publishers point of view a lot less prone to mistakes such as respondents missing out questions or multiple responses being entered against single response questions.

Ease of Survey Management

With an online survey the publisher can view in real-time the response rate, summary and detail results.

Ease of Analysis

At the end of the survey the response data is ready for detailed analysis, the information can be loaded into a spreadsheet or third-party analysis program where the respondent data can be sliced and diced.

Recognizing the Ease

Once business managers have appreciated the complete ease of conducting surveys online they will then recognise the multitude of new opportunities that exist.

The costly annual employee satisfaction survey can now be done quicker and cheaper allowing the exercise to be conducted bi-annual or quarterly ensuring any employee problems are identified and dealt with early. There is now also an opportunity to conduct smaller and more targeted ad-hoc surveys on a departmental level or a niche area of the business improving employer/employee communications.

A survey can help deliver a management message and at the same time measure the employee support and concerns of introducing new initiatives, something a simple one way memo style directive cannot do.

Survey’s can be used as a marketing tool as the survey explains the benefit of a product or service and gathers the response from potential customers.

Return of Investment Today

Technology often promises more efficiency but requires ‘investment’ first and the ‘return’ later. Many of the available hosted online survey services have not only turned a cumbersome task into a cinch, but reduced the cost down to a pinch, giving you a return on investment from day one and opening up a world of possibilities and further savings.

With the opportunities that online surveys bring it is a tool the smart manager will always have to hand in their personal tool box.

Small Business Advice employee, employee relations, employee satisfaction, employer, feedback, human resources, management, Online surveys, personnel, satisfaction surveys

It is time to think again if you have a perception that conducting surveys can be a useful exercise but are far too time consuming to prepare, cumbersome to deploy and require considerable resources to process the responses into a meaningful report.

Online surveys turn what was once a time consuming, resource hungry, cumbersome process into a low cost, quick, easy exercise that delivers real-time reporting.

The Ease of Design

Out with the word-processor, now there is a quick and easy way for almost anyone to create surveys using a simple menu system that allows surveys to be created in minutes and with the ability to add additional questions and modify and move existing questions around.

The Ease of Delivery

After preparation a survey is deployed through the internet or organisation’s intranet making it instantly available to anyone with access to the internet.

Ease of Promotion

Inviting respondents to participate in a survey can be achieved simply by sending an email that contains a link to the survey and/or linking to the survey from a suitable website.

The Ease of Participation

Online surveys don’t just make it easy for the publisher, most respondents find that completing a survey online is quicker and easier when compared against the traditional pen and paper survey and from the publishers point of view a lot less prone to mistakes such as respondents missing out questions or multiple responses being entered against single response questions.

Ease of Managing the Survey

Publishers of online surveys can see in real-time the response rate, summary and detail results.

Ease of Analysis

At the end of the survey the response data is ready for detailed analysis, the information can be loaded into a spreadsheet or third-party analysis program where the respondent data can be sliced and diced.

Recognizing the Ease

Once business managers have appreciated the complete ease of conducting surveys online they will then recognise the multitude of new opportunities that exist.

The costly annual employee satisfaction survey can now be done quicker and cheaper allowing the exercise to be conducted bi-annual or quarterly ensuring any employee problems are identified and dealt with early. There is also now an opportunity to conduct smaller and more targeted ad-hoc surveys on a departmental level or a niche area of the business improving the communication between the employer and employee.

A survey can help deliver a management message and measure the employee support and concerns of introducing new initiatives, something a simple one way memo style directive cannot do.

A survey can be used as a marketing tool by explaining the benefit of a product or service and gathering the response from potential customers.

Return of Investment Today

Technology often promises more efficiency but requires ‘investment’ first and the ‘return’ later. Many of the available hosted online survey services have not only turned a cumbersome task into a cinch, but reduced the cost down to a pinch, giving you a return on investment from day one and opening up a world of possibilities and further savings.

With the many opportunities that online surveys bring to a manager it is a valuable tool that is handy to have in their personal tool box.

Small Business Advice employee, employer, employment, feedback, human resources, management, Online surveys, personnel, questionnaires, satisfaction surveys

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. The benefits of a company having a highly motivated workforce can be considerable and the two goals of having a workforce that is both motivated and productive 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 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 affordable and efficient method to automate the process of collating the information and storing it in a format that allows for real-time analysis there by helping the management towards the goals of achieving staff satisfaction and high productivity.

Dissatisfied & unproductive

There are a plethora of reasons why employees may become dissatisfied with their job that can result in them channelling their frustrations into demands for higher salaries and reduced hours. Employers who tackle problems thinking it is all about salary and hours, will often find later that they have been dealing with the symptoms and not the root cause.

It’s not about 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

Numerous studies have shown that salaries are rarely the most important priority for employees and providing an employer is paying a fair rate they would be fundamentally wrong to think that paying higher salaries is a panacea to all employee problems.

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.

Two way communication is what it is all about

It is in all companies interests to encourage good communication. An organization that makes communication between management and personnel difficult, or that takes the view that it is the responsibility for personnel who have a problem to say something, can often deceive themselves into thinking their workforce is content when it is not. It only takes one small problem and one disgruntled employee to feel aggrieved for an entire workforce to develop a destructive ‘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.

Regular meetings between management and worker representatives are good in theory but they often become talking shops and can begin to lose their edge as the participants become familiar with one another and the forum runs the risk of being hijacked by the more extrovert 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

An employee satisfaction survey run regularly is able to ask each employee specific questions and represents 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 take counsel from all quarters 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.

If small problems are left unresolved the employees mood can change from positive to negative over night when a minor problem breaks the camel’s back.

It’s quick and easy

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.

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 many elements that go towards providing an employee with job satisfaction, from the working environment, working methodology, working ethos, company ethics 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 often overlooked benefit of online surveys is that they can be used to educate and pass on important information to the workforce, ensuring that the ‘message’ does not become corrupted as it is handed down by the phenomenon of Chinese whispers.

An online survey can explain a difficult situation to the employees 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 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. 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.

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 easily identified and brought to the attention of senior management who will then have the opportunity 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

For a sample Employee Exit survey:- Employee Exit Survey

Small Business Advice employee, employee satisfaction surveys, employer, exit surveys, human resources, industrial relations, Online surveys, personnel

If not repaired it won’t take long for a building with one broken window to quickly turn in to a building with many broken windows. Addressing problems when they are small will prevent them from developing into larger problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction spreads like wildfire and in a surprisingly short period of time you’ve got morale problems of the kind that are notoriously hard to fix.

To ensure that your employees are happy you need to understand what their problems and concerns are and it is important to deal with them early on. Keeping the initiative is vital and it is nearly always better to give a little and often.

This turns out be just a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. If management wait to introduce change until they are prompted by employees then they risk having to implement change from a weak position. Employees like strong, confident management and the management will gain the respect of the workforce if they take time to understand the issues.

Compare that with managers who are out of touch. If they are late in addressing problems they are always on the defensive, having to concede to demands they run the risk of losing credibility which in turn can lead to having to agree to less reasonable demands. It is neither big nor clever.

How then can organizations monitor the morale of the employees without a big budget and an abundance of spare time?

An online employee survey. They offer a quick, easy and cost effective solution. Surveys can be written and deployed in seconds, using email, web links and social networks invitations can be sent out immediately and for free and the results are collated and displayed in real time.

A corporate internet is the ideal delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With an online survey’s ability to produce results in real-time the mood of the employees can rapidly be gauged and concerns highlighted both on a collective and individual level.

Companies can use survey results to expose problem areas and then use follow-up surveys to target exposed concerns. With good information managers are able to identify specific problems and prepare a considered response.

A major advantage of regular surveys is that they allow companies to address relatively small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where what might be seen as a insignificant incident explodes into a torrent of pent up anger.

The majority of employees appreciate being consulted, asking their opinion is not a sign of weak management but an indicator of good decision making.

Once in a blue moon a manager’s problem can be solved with something that is quick, easy and won’t break the bank; that looks like a blue moon.

Small Business Advice employee, employee relations, employee satisfaction, employer, feedback, human resources, management, Online surveys, personnel, satisfaction surveys