“Human Resources Isn’t A Thing We Do. It’s The Thing
That Runs Our Business.”
Employees are the life and
breath of any company. No organisation could survive without people ready to
give their all in for the success of their company. Human capital is the most
important piece of any organisation and so is the work of Human Capital Consultant to come up with the best
strategy to make these important assets of the company happy and engaged.
As HR Strategy Consultants, we help many firms to lay out a perfect way to get to the root
cause of Employee Engagement Issues and that is the Employee Surveys. Asking
employee for their feedback on how company is doing as a whole is very important.
However, to have a real impact, companies need to figure out what would they
want to with the data they have collected. The actions of the company as a
result of survey that sends out a message that the feedback given by the
employees was valuable.
Employees survey starts a
conversation over which some constructive solutions can be built. So what are
the exact touchpoints which your employee survey should cover. Apart from
some custom questions, there are 4
problem areas which every organisation needs to address:
Communication - Communication is the most
important for any organisation to accomplish their goals. At the same time,
every employee need to communicate in order to perform well. As communication
is so important, there can be issues around these which need to be addressed to
ensure a smooth functioning of the work.
The survey should include
questions like, “Do you get the assistance you need from your manager in order
to perform well in your role?”, “Do you think you and your manager has a
communication rhythm?” Having an understanding around this could help the
company go a long way in finding out the root cause of Employee Engagement
Issues.
Management - Company and Managers go side
by side. Any work that is done is done through managers. So having a healthy management practices in place is
very important. As it is said, “People do not leave companies, they leave
managers.” an employee survey can help you see a bigger picture that where exactly the problem
area lies.
The survey could include
question like, “Does your manager challenges you enough to improve?”, “What is
the one thing you expect your manager to do which he is currently not doing?”,
“Would you recommend your manager to anyone?” etc.
Misalignment - This is a tricky one as
there could be no direct way to judge this. It could be possible that managers
face issues communicating, which gives a whole new angle to the employee
engagement conversation and the prospective solutions. It could be because of
policies and culture don’t match OR performance and communication doesn’t match
OR communications and culture don’t match.
The survey could include
questions like, “Suggest a change that
would improve your confidence in the future of our organization?” or
“Mention one suggestion you want to give to the organisation as a whole to keep
its employees satisfied?
Change Management - Everything ultimately boils down to finding the root cause and making a
change for good. And employees will only give an honest feedback when they are
sure that their feedback would be taken seriously and it would not be something
that would become a cause of trouble for them. Trust is a key ingredient in Employee
surveys.
The survey could include
questions like, “Would you recommend
this company to your friend?” or “Do you see yourself in this company in next
five years?” or “Are you excited about the company’s future?”
Keeping these 4 areas would
help collate a helpful survey but as we
mentioned any feedback is nothing until acted upon and taken seriously. To
ensure that employees are satisfied that actions are taken up on what they
said, the companies can roll up a Follow-Up survey and ask the employees how they feel about the changes
that has been in place because the success of survey is based totally on the actions
taken from that survey.
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