Want to Know What Your Employees Are Thinking? Ask Them

Want to Know What Your Employees Are Thinking? Ask Them

Employee engagement and retention are particularly hot topics, and businesses are rushing to support it by instituting changes simply because other companies are doing it. But changing company policy on the basis of a trend may not be the best choice for your company.

Consider this example: A lot of companies jumped on the concept of open floor plans in the hopes of encouraging teamwork and collaboration. It didn't always have the intended results. A 2018 Harvard Business School study found that open offices reduced face-to-face interaction by 70%. That's far from what companies wanted to happen.

Engage and Retain Employees

Surveying your employees directly is a better way to determine what your company needs to do to engage and retain employees. There's one caveat to conducting this type of survey: you need to be willing to do something with the results. You don't have to make all the changes suggested by the survey results, but you do need to make a good faith effort respond. If the results simply go into a metaphorical circular file, they will reinforce any negative perceptions about how your company's leaders view their employees.

Identify Your Goal

There is a process to conducting an employee survey. First, you need to decide your goal. Suppose you want to find out which perks are most important to your employees. Design survey questions to measure that. It may be best to do several surveys throughout the year with each focusing on one or two topics in areas you are ready to commit to improving.

Next, you need to decide how the survey will be conducted (e.g., SurveyMonkey or company intranet), how long the survey will be, whether anonymous responses will be allowed and whether you want to ask open-ended questions or limit the survey to yes-or-no, sliding-scale or multiple choice answers.

Gather Essential Information

Finally, you need to write questions that provide essential information. This is where the rubber meets the road. Generally, it's a good idea to (1) limit the number of questions and (2) group your questions into categories. Here are some sample questions:

Culture:

  • Is the company is living up to its mission and values?
  • Do you and your co-workers all feel protected against discrimination?
  • Does the company's culture align with your personal values?

Job satisfaction:

  • Are your work responsibilities clearly defined?
  • Is there opportunity to grow in your job?
  • Are learning opportunities readily available?
  • How transparent are communications with your manager?
  • Do you believe your manager treats everyone fairly?
  • Do your colleagues communicate openly and freely?
  • Are job-related questions treated respectfully?
  • Do you get the feedback you need to continue learning and growing?

Workplace satisfaction:

  • Are you satisfied with your workspace?
  • Do you have the resources you need to perform at your highest level?
  • Does this feel like a best place to work?

Benefits and perks:

  • Do you have enough vacation time?
  • Do you have an adequate number of personal/sick days?
  • Rank the company's benefits in order of preference.

Remember to customize the survey for your business. For additional help crafting an employee survey, contact us today.

Our firm provides the information in this e-newsletter for general guidance only, and does not constitute the provision of legal advice, tax advice, accounting services, investment advice, or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional tax, accounting, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation. The information is provided "as is," with no assurance or guarantee of completeness, accuracy, or timeliness of the information, and without warranty of any kind, express or implied, including but not limited to warranties of performance, merchantability, and fitness for a particular purpose.

Copyright © 2018 IndustryNewsletters. All rights reserved.

Other Blog Articles

Learn How to Protect Your Business and Yourself from Unemployment Fraud

IRS Issues Warning on Fraudulent Unemployment Forms

Colorado Department of Labor has announced that fraudulent unemployment claims are raising across the state.

Suggested Steps to Take:

Special PPP Loan Provisions for Small Businesses 2/22/2021

Starting on Feb. 24, 2021, the SBA is establishing 14-day, exclusive PPP loan application period for businesses and nonprofits with fewer than 20 employees. This is according to guidance on the SBA and White House sites.

2nd Round of PPP Loans

SBA wants to prioritize loans to minority and disadvantaged firms with its first tranche of

Pages

How can we help?

Let Autopaychecks provide you with a single solution to manage Payroll, Human Resources, Time Tracking and Employee Benefits.

Phone: 970-245-4244
Email: info@autopaychecks.com

Autopaychecks, Inc.

Providing payroll, human resources, time tracking and benefits solutions for small-to-mid-sized companies.

iSolved Solutions from Autopaychecks

Connect with Us