Skip to main content

Employee Feedback Survey - A Serious Tool for Development of Organisation


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:
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







Popular posts from this blog

100 HR Ideas for better Business : 6-10 : Induction, Probation, Hiring, Grievance, Expectations

Wish you all a very Happy Diwali !!!!  Also wishing Naresh Babu Deevi (Co-author of this blog) a very happy birthday !!!

Here are the next 5 Ideas for better Business performance in building Human Synergies. In this posting you would find basic information about Induction, Probation, Grievance Redressal, High Requirement Hiring and Setting Expectation of Performance. These are very day-to-day issues and needs to be addressed on the go.  Please do read and add new inputs and perspective to make this blog a repository for simple & practical solutions. 
6.Induction for Performance: Induction of a new employee into the system is the first step for building Human Synergies. Induction is a process which would help the new joinees contribute the best by understanding the organisation and its systems. Organisation helps the new joinees to understand the history, policies, procedures, cultural values along with some bit of experiential learning.  This process can be simple to complex based o…

HR Ideas 21-25 : Hiring Fresh Talent, Campus Hiring, Hiring Tests for Evaluation, Group Discussions, Just-In-Time Fresh Talent

In this blog post we would focus on one of the key aspect of building fresh talent pool for growth. Every growing organization cannot ignore this essential method for talent building. This method is successful based on the current Job market, Industry awareness & Social Influence on the Young Generation in that market.   There are many Government initiatives in various countries based on the business/economic environment in those countries. India – Govt. of India spending lots of money in developing resources through their National Skill Development Programs.  In Wales-UK the companies are provided grants up-to 50% of employee salary to companies based on the location and skills they are hiring.
21. Hiring Fresh Talent: Businesses across the globe strive to build efficiency in People, Process and Technology. A growing organization would have no choice to build within. A building within the organization means a plan for cost efficiency and building future talent the way you run your…

New Year Message by CEO

Greetings from Husyst (Team Husys) and best wishes for a great year 2012 ahead…
New Year Message Tip for CEO's : New Year brings new hope and New energy. Capturing this spirit of New would be a good Idea for the CEO's. With the current market conditions the year 2012 is going to be a very exciting journey for every organisation. The best challenge for CEO would be preparing each one of them to think a like and direct them towards the common Goal in times of turbulence and opportunity.  This may help  Employees/Associates to plan well in an environment of Conscious Future as they may have various influences within themselves and also from their social surroundings. 
You as a head of the organization can send a note to all the employees/Associates about the business in the last year and expectations for the coming year. This would also set a tone for the Year Ahead.  
- Business Scenario in your industry/competitors - Impact of the Business during 2011 and path for progression for fu…