Employee Satisfaction Survey Process

Step 1: Decide if you need to implement an employee satisfaction survey program

Step 2: Sell the survey to management

Step 3: Decide what questions to ask in the survey

Step 4: Select the methodology for the survey

Step 5: Confirm the final questionnaire and test it

Step 6: Confirm the final questionnaire and test it

Step 7: Tell the company about what to do in the survey.

Step 5: What to Look for in an Employee Satisfaction Survey

Step 6: Confirm the Final Questionnaire and Test It

Step 7: Promote the Employee Satisfaction Survey Within the Company

Step 8: Invite Employees to Participate in the Survey

Step 9: Interpret the Results of the Survey

Step 10: Share the Results of Your Survey

Step 11: Take Action Based on the Results of the Survey

This is the first step in the process. p>Step 11: Take Improvement Actions Based on the Survey Results

Step 12: When to Repeat the Employee Satisfaction Survey

Methods for Implementing Employee Satisfaction Surveys

We begin with a few questions:

First, business managers need to consider the question of whether you understand how your company's employees feel about their jobs and work environment. If you don't, then your business needs to conduct employee satisfaction surveys, even if it doesn't have many employees. Conducting an employee satisfaction survey is especially urgent when your business is rapidly expanding, employee turnover is increasing, rumors are swirling, policies and structures are changing, competition in your industry is fierce, and you are facing reforms to your pay and benefits.

Second, after recognizing the need to conduct the survey, the next step is to gain the support of company decision makers. If employee satisfaction surveys are not included in the budget and are not emphasized by the top management, it will be very difficult to carry out in the company.

Third, determine the content of the research. Before determining the content, we should first consider the current situation of the enterprise, the following questions will help to identify the core issues that need to be understood:

What is the reason for this survey?

What is working better in the organization and then not well enough?

What are the current rumors circulating in the organization?

What is the value orientation of the organization?

Has the organization done employee satisfaction surveys before? If so, it is necessary to review the results of previous surveys.

Fourth, choose the program of research. There are various options for research, and companies can decide on the trade-offs after weighing the pros and cons of various options in light of their own situation.

Interview survey method: collect verbal information; record interview observations.

Features: Advantages of directness; flexibility, adaptability and adaptability; high response rate, high validity; but prior training is required; large cost, small scale, time-consuming, low standardization.

Types: (1) structured interviews - the need to design a carefully planned questionnaire in advance; (2) unstructured interviews - no outline of the question, can be free to ask questions place: for the more decentralized departments of the company, public **** place.

Number of people: collective and individual interviews.

Time: one-time or follow-up interviews.

Questionnaire method: design the roll and distribute individual employees or collective.

Features: wide range, better in combination with interviews.

Type: open questionnaire and closed question and answer two, each has its own advantages and disadvantages, the combination of the two better.

Questionnaire: need to design the title, description, guidance, content, dynamic issues, attitude, number.

Design: non-selective, multiple choice, comparative choice, ranked choice, degree of choice, free questions, time limit.

Sampling methods: random sampling, equidistant sampling, stratified sampling, overall sampling.

Fifth, the implementation of the survey. Like the company's products and services, must hold a serious attitude to carry out employee satisfaction surveys. In the implementation of research in the early stages, to do a good job of communication, including: communication with managers at all levels, communication with the company's employees. Communication content includes: the purpose of the research, the importance of the research, time arrangements, participation in the way, the subsequent results of the announcement and so on. Communication is not good, on the one hand, can not get the support and attention of managers, will directly affect his department staff's mentality, thus affecting the participation of research and quality; on the other hand, can not cause employees to pay attention to and understand, then the staff will not hold a positive attitude to participate in the seriousness of the effect of the natural greatly reduced.

Sixth, dealing with the results of the survey. Implementation of the survey to retrieve a large number of questionnaires and survey reports; choose the method of analysis, the investigators through the test, categorization, statistics, the formation of the results of the survey expressed in words, charts and graphs, and an overall evaluation and analysis of the existing problems; put forward specific measures for reform, improvement measures should be taken into account comprehensively to consider the severity of the problem, the critical degree, the affordability of the enterprise, the feasibility of implementing measures the size of the enterprise in terms of manpower, financial and material resources In the case of limited human, financial and material resources of the enterprise, it is necessary to measure the costs and future benefits of various solutions, from which the optimal program is selected to improve the most critical problems. Finally, a comprehensive report will be submitted.

Seventh, the implementation of improvements. For the problems identified through the research, companies should put forward specific improvement measures, and given to the implementation. If just to take a look at the data, to understand the staff of the company's reflection, and not ready to take any action, employees will be satisfied with the survey as a "formalism", the effect of future surveys will be greatly weakened, and even counterproductive.

Eighth, tracking feedback. The implementation of improvement measures is not the end of the work of employee satisfaction, the Ministry of Human Resources to improve the measures to assess the effect of two aspects, one is to evaluate the economy of the measures, that is, the ability to obtain a greater output with a certain amount of inputs; the second is to evaluate the usefulness of the measures, that is, to improve the measures to improve the improvement of the indicators of employee satisfaction. In order to summarize the experience and lessons learned, and better carry out the next step.