An organisation is always supposed to grow and prosper with aggressive strategy. Employees are the key elements of an organisation. Hence, it becomes integral to know how satisfied they are with the organisation. This is why companies conduct employee attitude survey or
hr surveys. Such surveys are in fact the most fastest and reliable source to have an insight of the employees. The companies can hire experts from outside to maintain the reliability of the process. Managing such surveys is also a great idea and this can be efficiently done by experts. They understand very well what type of questions to ask and the right way to ask the questions.
The experts know how to increase the response rate and are capable to make reports fast and give good results.
HR surveys include 40-70 questions. There are made different categories of the topics so as to collect sufficient information on every topic. Asking employees to rate each question is another effective approach to have an idea about the employee’s attitude. Some most essential topics to cover under this survey are related to work environment, safety issues, innovation, and quality and customer service. They should also be asked for the training and development needs, rewards and compensations provided by company, level of communication, relationship with the supervisor and team work.
In addition, there are several other issues that can be included as per company’s requirement. After the survey the experts look for the findings, do proper analysis and give recommendations accordingly. Tracking the progress level achieved is must for the success of such programs. The
hr surveys should be conducted at regular intervals of time. Conducting these every year will give an insight on how new changes have been implemented and how they have benefitted the organisation till now. They also tell the new changes to be implemented by the company. This is how employee surveys are an essential tool for every organisation to gain competitive edge and earn good profits.
Many times top level managers of the company follow certain practices just to determine the performance of the organization besides financial statements.
According to many managers the necessity to conduct hr surveys comes into knowledge to identify the hurdles that affect the performance. They also affect the communication and also have an impact on the productivity and morale of the employees. It brings into light the weak area of the staff and thus the need of training and increases the interest of the managers in the employees’ say.
Similarly, board of directors also have their reasons for the need of
hr surveys. First one is to provide information for the workforce as well as workplace management for sake of the evaluation of management. Secondly, it is useful to have an idea what the current employees think about the company. Employees can also give suggestions for the things they would like to improve about the company. Through the surveys, the board members come to know that all of the employees are treated fairly and good employees are retained by the organisation. The employee’s attitude survey is therefore an excellent choice to give a detailed overview of the workplace that has to be managed rather than just an individual manager.
Further, these surveys are useful to determine the areas where employees are satisfied and where they are not. The obstacles can be determined and therefore improve the overall productivity of the company. The success of the
hr surveys depends upon the objective set for the survey. If the result of surveys have to be used for planning then these must be conducted two or three months earlier to planning. If the survey has to be used as an input for the evaluation of the management then it must take place at the end of financial year. Board members must consider the progress of the objectives accomplished. Thus, it will ensure the success of the human resource survey.
360 degree feedback is necessary for the employee productivity as well as that of the organisation. The feedback is used to provide an employee feedback from different providers. This includes managers, colleagues, seniors, subordinates or peers and even customers with whom an employee has to deal in their routine work. It can be done by the use of
feedback software. Companies using this program give true and reliable information of the strong and weak areas of every employee. The employees are also provided with the authority to assess their own performance level and rate them. This is why they often enjoy this prize which helps to boost the morale of the workers as they feel more sense of control.
The feedback created with the feedback software tends to be more balanced as it involves perspective of multiple providers. Thus, it is necessary for an organisation to ensure to buy effective software. Before buying, first you need to assess your needs. For that ask yourself some questions such as whether you want to use this application just for employees or for the whole organisation and customers also. Are you looking for cross functional data? Is confidentially and accountability a concern for you and finally how the process will begin. Next it is necessary to evaluate the capabilities of 360 feedback application. It can be purchased without any need of consultation and should be able to run on a system.
The last thing is developer must provide the complete application and all documents related to it for the testing. Today,
feedback software comes with sophisticated programs that are responsible for gathering, analysing and then providing feedback to the employees. The software allows creating customised surveys, questionnaire library, action planner, options of multiple reporting with graphic displays and finally implementation. It provides a user-friendly screen with options like tool bar, online help and drop down menu. The price is accurate. Thus, with the right type of software you can easily create an accurate feedback for the organisation growth.
Whenever you decide about leaving the current job, the company conducts
exit interviews. There can be many reasons that force you to take this decision- better job opportunity, dissatisfaction from current job or family matters. Employer conducts such interviews to find out what are the factors that made employee to quit the job. Are there any flaws in the current working conditions and if any then what improvement they would like to see. However, many of the employees try to avoid these interviews as they find it difficult to handle the questions put by employer.
An employee can take control of the situation by following some tips. Preparation in advance is necessary like you are preparing for recruitment. Make small notes in advance about all those things that you have to say and issues to rise. It is not wise to make insulting remarks about the company, boss and colleagues. If you want to draw attention to certain situations, then it is not a proper way to start shouting. The right way is to tell what you had expected and what happened actually and also how it could have been made better. Do not try to get the favor on your side.
One of the major purposes of conducting these exit interviews is to make easy knowledge transfer. The company would be more interested to interview the leaving staff member especially the person who has been in the organization for a very long time. So, try to transfer as much knowledge that you have gained over this time and also the information which you think would be useful for them. It will make it easier for your substitute to carry the responsibilities and also your employer will really appreciate your effort. Bear in mind that give feedback only when it is required and you really think it would be used by your company, otherwise ignore. Talk only after analyzing the situation. If there is any legal reason such as harassment or any kind of discrimination, then it is better to consult a lawyer. Ask for some tips about handling
exit interviews. The conclusion is while leaving a job, it is best to tackle the interview by being little diplomatic and make fast escape but in an impressive way.
Exit interview is a modern technique that is used by the organizations today to know what employees think of the company. The importance of this method further rises as it reveals the flaws in the company strategies that cannot be noticed by the company managers otherwise. Such interviews are also conducted to make sure that employee is leaving the company on a positive tone so as to spread good word of mouth. A questionnaire is designed with the help of
exit interview survey software. It is much better than manual procedure because it saves a lot of time as well as causes fewer errors.
There is high significance of these interviews as per management perspective. It is because a company takes such survey as a valuable chance to gain true feedback by the employees.
For this, the questions included in the questionnaire designed through exit interview survey software are selected very carefully. There are a large number of tools for the designing such as formatting, deployment, types of question, security and many others features. Care is taken to add all types of questions and more of open ended ones so that employees can add their out of the box opinion . They have not to choose if they do not find any alternative to match with their perception.
It is not just formation in which the
exit interview survey software is a master. The collection of feedback is simple as it can be done though creating a link of web address for an individual survey. Other possible method is to e-mail the online survey link to each of the employees. Analysis of the results gets easy due to the use of graphical and analytical tools. It keeps the results confidential by security code or password. The reports generated can be customized. The results of the survey will be available at the exact time by using this software. Through the online survey created by software, employees do not hesitate and give honest feedback as they are not going to visit the company again.