Which Survey to Use
Knowing what you want to measure right at the start will help you choose the right survey. Following are some examples of workplace surveys that organisations commonly undertake:
Employee Engagement/Culture Surveys
Scenario: You have noticed turnover and absenteeism is increasing, morale seems low and the company is falling behind competitors.
Businesses that are viewed as great places to work will achieve heightened performance and productivity. How well your business succeeds is largely dependent on the capabilities and
engagement of your employees. This type of survey would help your business find out how employees feel about their place of work, their job and their working relationships. It would illustrate how employees believe their efforts are recognised and rewards, what opportunities are available to them for promotions, their sources of frustration, as well as areas of satisfaction. If the organisation in the above scenario were able to implement actions to counter the issues by getting to the root cause of the problems, it could see performance improvement e.g. more engaged employees which may equate to less turnover and absenteeism.
360 Degree Individual Development Surveys
Scenario: You would like to develop your team leaders to enhance their capabilities leading their divisions, thus enabling the business to achieve the planned strategic goals. But, how do you determine what areas need to be improved?
360 degree surveys can be a great tool to use as part of the employee development process. Individuals receive a full-circle of feedback on their performance from their manager, direct reports, peers and even customers and suppliers. Viewing performance in this way means the information can be used as a catalyst for change and improving an employee’s performance in relation to their role and the strategic goals of the business.
Scenario: Two employees have left your business within six months of starting, what is going wrong and how could you prevent this? They say that the role and business don’t resonate what they were told when they joined.
A post-appointment (or new employee) survey is a powerful instrument to accurately pin- point gaps within the recruitment, selection, and induction/on-boarding process. Research has indicated that the greater the match between the initial expectations of an employee and organisational reality, the less likely this person will leave within the first 12 months of employment. By gathering feedback and evaluating the similarities and differences between employee perceptions and reality, business owners and managers can measurably improve overall business efficiency with regards to the recruitment, selection, and induction processes.
Training Evaluation Surveys
Scenario: You have devised your succession plans for the senior management roles within your business, how can you identify what skills, experience and abilities you to need to develop in those you hope to promote and develop to these critical roles?
Training evaluation surveys are used to analyse what type of training intervention is required to either help an employee meet their job requirements, or to develop them further to become a high performer, and/or to progress them to a more senior role within the business.
However, this is only half the equation as it is not always just the identification of an individual employee’s training needs but the training needs of an organisation as a whole, especially if you intend to introduce a new product, system, or even a new performance appraisal and reward system. Any of these examples usually require a huge commitment to training within an organisation. From the outset the organisation needs to ascertain exactly what training is required, who requires it and to what level. Hence, needing to know this kind of information has resulted in the creation of the training evaluation survey!
Scenario: Several people have left your business and you really aren’t sure of the reasons why.
The overall goal of an exit interview or survey is to identify opportunities for improvement relating to future staff employment or the business itself. They enable an organisation to respond to employee issues and elicit information on how to retain key people. In addition, they provide a final opportunity to gather objective insights into what employees see as right and wrong with your business.
Sometimes the reason for an employee leaving a business is straightforward and the circumstances for an employee cannot be influenced by the organisation. However, more often than not, the situation is something the organisation can have an effect on. Losing an employee comes at a great cost to the organisation including the loss of skills and organisational knowledge, the cost of investment in training and the cost of replacing the employee through recruitment and selection, training and reduced productivity while the new employee gets up to speed. In many instances, the exit interview not only tells an organisation why an employee is leaving but how a repeat of the situation might be avoided in the future.
If you still cannot determine which survey would be of most value in your business, just give us a call and we will be happy to assist.