Employee Surveys can Help with Retention Which Can Save You Thousands!
As we all know having high employee retention numbers is a key factor in saving labor dollars. Training costs organizations thousands of dollars in lost productivity. Conducting good informative employee surveys can help reveal problems before they end in turnover. Problems such as a supervisor that while in the presence of senior leadership does one thing, but another when they are not there! Rarely does an employee leave because of the rate of pay; however, a bad supervisor can have people running out the door no matter what you pay them. Often times as managers we think we know it all! Another factor that employee surveys can reveal is the lack or the right tools or equipment to do their jobs properly. Often times as managers we think we know it all, but the fact is that it may have been some time since we worked in the trenches, so to speak! Tapping into the knowledge of your staff through an employee survey can only return great information. Again, the supervisor in an effort to meet their budget may be telling their employees that no money is available for newer equipment, when the truth is that they are looking to receive a bonus. The factor of remaining anonymous like I mentioned before is critical to your success. If a department is too small it will be necessary to include them in a larger group. Of course they must be somewhat the same in order to be able to use the information. Remember that employees are going to be very cautious about employee surveys and will always suspect that management is tracking them somehow. If you are not able to convenience them that they will remain anonymous, hire a company to run the survey for you. You may not think they want to know but! Another mistake that many organizations do after conducting employee surveys is that they never give the feedback to the employees. You may not think they want to know but you would be dead wrong. If you do not give them the feedback and work toward resolving the issues they brought forward you would be wasting your time and money to ever conduct another survey in the future. Remember that pay is rarely the reason anyone leaves a company. After all they agreed to the money prior to taking the job. I would not recommend that piece to be on any employee surveys that you conduct. I would focus primarily on how they feel about the company, supervisor, support from senior leadership, work environment, safety, do they feel like management cares, do they have the tools they need to do their job, etc. There are many great companies that will conduct the surveys for you and it may be worth the money to let them. Good Luck and May God Bless You! The information contained in this article on Good Leadership Skills on the website Leadership-Skills-for-Life.com, has not been prepared, endorsed, or reviewed by any form of licensed legal professional including but not limited to an attorney. Nothing on Good Leadership Skills for Life website should be taken as legal advice, but instead should act as a useful resource in providing general information that may be useful to members of the general public. All visitors are encouraged to consult with a licensed attorney/lawyer in all legal matters. You should not act, or refrain from acting, based upon any information on this web site. This information does not, and is not intended to, constitute legal advice. Thank you for reviewing this article on Employee Surveys - Return |
