Employee Engagement Surveys: What Employees are Experiencing & Thinking

Read More About Employee Relations

Employee Satisfaction and Employee Engagement Matter to Companies – Here’s Why

Employee satisfaction is a key driver of employee engagement, and employee engagement in turn is a key driver of customer satisfaction and loyalty, employee retention, productivity, sales, overall organizational performance and profit.

Employee satisfaction surveys and employee engagement surveys are the best way to accurately learn about what your employees are experiencing, thinking and feeling. These are the experiential and psychological factors that strongly influence employee behavior, and employee behavior can result in low or high levels of customer satisfaction, employee and customer retention, productivity, product and service quality, competitiveness, profit and growth.

While employee behavior is clearly reflected in the bottom line of all organizations, company financials and other “hard data measurements” do not actually assess employee behavior or what is driving employee behavior. Further, “hard data” measurements do not gather employee perceptions, opinions, feelings and suggestions.

Employee satisfaction surveys and employee engagement surveys are the best and most cost-effective way to gather and efficiently report information, insight and suggestions from all of your employees on an anonymous basis, ensuring that employees provide honest, comprehensive feedback without fear of retribution. Can any organization afford not to conduct employee satisfaction surveys / employee engagement surveys annually and take serious action based on the survey findings?

Your Employees Have Lot’s to Say! Are You Listening? -- What Employees are saying in Employee Satisfaction Surveys and Employee Engagement Surveys we have recently conducted

During the deep recession, many companies have laid off significant numbers of employees, reduced or eliminated salary increases and bonuses and matching contributions to retirement plans, and they have cut back on employee benefits, including medical insurance. Companies have also been reducing expenditures on marketing, IT hardware and software and other things that bring in business and make the organization more efficient. Many employees are in fear of being laid off and they resent the cutbacks in compensation, benefits and business expenditures.

As a result of all of these cutbacks, we have been seeing lower levels of employee satisfaction and employee engagement in many of our employee satisfaction and engagement surveys. More employees are commenting on their dissatisfaction and some are saying they are planning to look for a new job as soon as the job market opens up again.

Here are some of the other things we are seeing in employees’ comments in employee satisfaction surveys and employee engagement surveys:

1. Communications within and across departments and business units needs improvement
2. Communications from senior management filtered by middle managers and supervisors
3. Mission, vision and values not communicated effectively and not executed consistently across organizations….. Unclear company direction, short-term focus
4. Poor leadership
5. Corporate culture that is not supportive of innovation, asking for and listening to employees’ ideas, empowerment and decentralized decision making
6. Internal turf battles, workplace conflict, excessive politics and inward focus
7. Verbal abuse and occasional physical abuse
8. Insufficient coordination, teamwork and cooperation between business units with inadequate companywide focus on customers
9. Some managers that are “managers from hell”….. very difficult to work for, exhibiting favoritism and biases
10. Cumbersome, inefficient processes and business practices
11. Inadequate focus on quality and customer service
12. Employees not having the tools and information they need to perform their job effectively (e.g. slow PC’s and networks, lack of access to company databases from the field, mission critical enterprise software such as SAP, Oracle and Sales Force Dot Com not working effectively several years after initial implementation, now supplying smart phones and laptops to field sales force when the competition does, etc. etc. etc.)
13. Some companies barely using the technology solutions they are selling when it would enhance their own employees’ and company’s performance
14. Inconsistent adherence to the performance planning and measurement process…..some managers not preparing & conducting performance reviews, inaccurate, incomplete and unfair information included in performance reviews…..compensation changes not based on performance reviews
15. Inadequate training, development and mentoring
16. Inadequate orientation for new employees
17. Perceived discrimination based on age, race and gender

Article Source: http://depositarticles.com/

Howard Deutsch is the CEO of Quantisoft, a full service survey company. Contact Howard Deutsch at (609) 409-9945 or hdeutschatquantisoft.com ••• Quantisoft – Cost effective surveys ••• Quantisoft – Employee Engagement Surveys & Employee Satisfaction Surveys ••• IT Customer Satisfaction Surveys

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