Advantages, Considerations and Risks of Employee Satisfaction
There are a number of
distinct advantages to conducting regular employee satisfaction online
surveys but there can also be risks.
Here are listed some of the
main advantages, considerations and the possible risks associated with
online employee satisfaction surveys.
simple but effective method to measure and monitor the mood and
morale of an organisation.|
||Surveys are can be
very effective in identify problems areas before they become
serious, especially those that are hidden from senior
||Lack of proper
training is a common cause of dissatisfaction among employees and
can lead to more serious problems such as stress. |
||As businesses evolve
some of the traditional processes and procedures can become
antiquated, personnel are often the first to know and the last to be
asked. Businesses evolve and the business processes need to be
||For an organisation to
run efficiently good internal and external communications are
essential, surveys can provide a method to help organisations to
monitor and measure how well an organisation communicates.
||From something small
like a broken chair to the more serious problem of sick building
syndrome that can result in personnel experiencing headaches; eye,
nose, and throat irritation; a dry cough; dry or itchy skin;
dizziness and nausea; and difficulty in concentrating. Surveys allow
environmental problems to be identified in a measured and controlled
||Surveys can measure
and monitor the extent that the personnel are aligned with the
senior management's business goals and objectives.|
||Measure and monitor
how satisfied personnel are with their remuneration and
||To properly comply
with an ever increasing array of regulations the modern organisation
needs to be able to disseminate information throughout the
organisation and ensure, through records, that the information has
been received, and importantly, understood. Online surveys provide
organisation with a cost effective method to meet many of their
||It is always better
for management to ask than be told. By conducting regular employee
surveys management are able to keep the initiative in trying to
identify problems that may otherwise manifest into demands.
||Using an online survey
service such as www.surveygalaxy.com survey are quick and easy to
create, simple to deploy and will provide real-time
The decision to allow
respondents to remain anonymous or not needs careful consideration.
A survey that is conducted anonymously may allow employees to be
more candid, however, anonymity may encourage some individuals to
make wild accusations that cannot be substantiated and cause
considerable concern. When in doubt it is often better to keep
everything 'on the record' rather than 'off'.
respondents are known there is the opportunity to chase for surveys
that have not been completed and also to follow up on some issues
directly with those employees who have raised them as problems.
||A survey that is both
sanctioned and has the support of senior management will go some way
in ensuring that any action required, based on the survey findings,
will be implemented.|
Most employees will
feel that by being able to give their opinions that they are already
stakeholders in the exercise and will be happy to participate in the
survey as they will expect to benefit from the process.
However, some incentive
may help improve the overall response rate or could be used to
encourage early participation.
could be handed out to all employees or all participating employees
could be entered into a lottery to receive a more substantial
|Ask the right
Consider careful the
questions being asked. If employees feel that the survey is just
trying to tick the right boxes the survey could backfire.
A survey that is to be
conducted annually should try and ask questions that will provide
senior management with an overall health check of the organisation.
Avoid questions that
will only apply to specific departments or personnel. If some areas
of the organisation require detailed investigation consider running
separate one-off surveys that can be targeted at specific
Keep free text comments
to a minimum because they are difficult and time consuming to
measure and analyse.
Consider limiting free
text comments to one at the end of the survey or, in the case of
surveys that are not being conducted anonymously, allow for a
post-survey follow-up to obtain more information where additional
and more specific detail is required.
Many employees will
invest time and effort in participating in a survey and their
hopes and expectations will be raised. Any post-survey non-action is
likely to promote cynicism and jeopardise any future initiatives to
obtain employee feedback.
formally respond to the issues raised in surveys even if the demands
of employees are not to be met.
If senior management
agree to address and resolve some issues then action needs to have
started before any further survey is scheduled.
||Some managers regard
any form of employee consultation as a sign of weakness and can have
a tendency to dismiss out of hand any negative comment.
||A survey is likely to
reveal warts and all. Senior management should be prepared for
discovering that the top down view can differ from the bottom up
view and that ignorance, of any identified problem, can no longer be
used as an excuse.|
||Where surveys reveal,
or bring problems to the surface, there could be a tendency for
senior management to blame the messenger.
The potential benefits of
conducting regular online employee surveys are considerable, but for
surveys to be effective important upfront considerations need to be made.
Although the process of
conducting a survey can be therapeutic in itself it is the post-survey
analysis, response and action that will ultimately determine how useful
and effective the process has been.
For a Sample Employee
information or to discuss how online surveys can help you please contact email@example.com or visit www.surveygalaxy.com the quick,
easy and cost effective way to do online surveys.
|Martin Day is a Director of
Survey Galaxy Ltd|
|Copyright and Reprint
|This article is copyright ©
by Survey Galaxy Ltd. Permission is not required for the article to
be published electronically or in print as long as the article is
credited to Survey Galaxy Ltd and the bylines are included. Survey
Galaxy also grant permission for other websites to link directly to
the article from their own websites.|