Information Potential Employee Survey

Market research tool for the internal customers “Staff” employee surveys come not only for large companies to consider, but suitable for all organizations with more than fifty employees. The investment in a survey action should be as carefully planned as in the fixed assets and assets assessment and prepared. A project group should be set up for the entire action of an employee survey. The scope of an employee questionnaire should not exceed approx. 60-80 questions, which should be set to around 90 per cent of employees and executives and to 10 percent only to senior executives.

Participation in the survey must be on a voluntary basis. Anonymity must be guaranteed. Ben Horowitz recognizes the significance of this. All those involved have a right to be informed about the results. “Feedback and action plans must be from bottom to top” and from top to bottom “run. A series with a detailed approach to questions specifically elaborated deals BusinessIntelligence-publications by Jorg Becker, so u.a: employee survey as intellectual seismograph – motivation and satisfaction, 2009; ISBN 978 3 8370 5085 1.

With the polls, the Executive Board receives an efficient early warning system, which signals you to potential problem areas. Carrying out an employee survey that meets rejection at the Works Council, is not recommended, because she would affect participation and acceptance. The employee survey is therefore a market research tool for the customer employees”to track down to subjective moods in the workforce and counteract them. The questions should be placed so that they can be answered by anyone without difficulty. Despite all positive momentum of change are employee surveys but not a panacea and can mend the mistakes may be committed for years. Prior to the actual interview is still a relevant internal information and educational work afford. For the company, important issues include cooperation: your team of tensions and mistrust will be hampered or strengthened by mutual helpfulness? Leadership: Meet your employees as a partner or as a despot? Open spaces: a dense network of labour policies continuing to squeeze any individual initiative or delegated powers? Remuneration and incentive systems: Is the pay structure such that one feels as fair pay? The salary ranges differ disproportionately wide? Career: There is a sensible personnel development or leaving to chance the rise? Organization: Practice group work or are job rotation, Job Enrichment or go stale employees in the same workplace? Dipl.Kfm. Jorg Becker (www.beckinfo.de)

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