GR Works with Husys Consulting as Chief Facilitator... The information shared is out of his own experience to help the SME's to grow to next level.
Every organisation strives to build and manage the trust with employees (associates) by continuous communication and feedback mechanism. Employee feedback survey is a serious tool and it sets the expectations and increase the perception levels higher (positive/negative)… hence its important to build a system, which would communicate the importance and action orientation to the employees. This is termed as Employee Feedback Survey (not Satisfaction Survey) to make sure that you are collecting feedback for improvement….
Preparedness : Any Employee Feedback survey require the primary stack holders & management approval not just by words for with a commitment to improve on the negative feedback and build on the positive feedback.
Action Oriented : Any employee feedback system should have a strong action orientation in implementing the feedback for better organizational results.
Communication: Continuous feedback on the action results a way to give confidence for the coming years.
Areas of Focus : Please do not focus on just one part of the system eg: Only on Managerial or leadership issues, Work environment or Customer Orientation. An Employee Feedback system should have an integration of all the Dimensions of the organisation which are inter-related and can build synergy.
Various Dimensions of the Organizations: A suggestive list as follow:
Work Environment – conducive environment for work
Leadership, Vision, Mission and Organizational Direction
Communication – Organizational, departmental and employee level
Employee Relations & Team based practices– Relations with peers, sub-ordinates, and Superiors
Career progression – Reviews, Career Ladders, Support system
Training – the overall organizational, Process/Quality, functional/technical & behavioral
Others as per the organizational needs
Create a Survey Questionnaire: Create simple questions (statements) related to each of the dimension above. List at least 4-5 questions in each of the dimensions of the organisation. Test the understanding and the related focus. There are in-depth level surveys conducted scientifically, however in the absence this is used as a tool to create some benchmark internally.
Make sure that the questionnaire has statements on each of the dimension between Strongly Agree (+ve), Agree, Sometimes Agree/Sometimes Disagree, Disagree to Strongly Disagree(SD) and ascertain the weight age to each category.
Build in the Demographic Details for the analysis purposes – Age, tenure, sex, qualification, maritial status, department, division etc.,
Communicate and do preparatory activities to the employees at large… convert the questionnaire into various languages if required based on the employee orientation and capacity.
Execute / Administer:
Online – if you have a capability and also the employees are able to give the exact feedback online. Of course this is the most easiest to build and execute the system.
Offline / Pen & Paper : Print the questionnaire, orient the staff… Create neutral administrators at each of the employee location(s).
Feedback & Action Plan :
Collate the information and create the feedback and suggestions. Communicate the results at large (big picture)… Share the information department/function wise… Set action Items based on the intensity and the location/division/department to execute… Eg: Anything related to training – Training Department to work on the action items as per the feedback.
Create an organisation wide action item list and share (email/notice/intranet)…
Make sure that You involve all the employees as partners for any improvements on the suggestions and feedback received so that its perceived as an organizational initiative.
Track & Update from time to time:
Continuously update the action items and communicate to the teams during your weekly/monthly/quarterly meetings / magazines or any other medium.
*** THIS IS JUST AN OUTLINE…FOR MORE INFORMATION reach US AT HUSYS (www.husys.net)
THE MORE YOU INVOLVE PEOPLE… THE BETTER RESULTS FOR ORGANISATIONAL BENEFIT