hi all i have a query..is conducting Employee satisfaction survey the ultimate measure of employee well being? if no then what else can be done???
From India, Mumbai
4From India, Mumbai
Hi Ishita,
Thanks for the ?n, Infact if you could give me some more information what all the things you have been processed till now for employe, i think i can help you in this matter.
Thanks & Regards,
Murali
Ph: 9448337619
Thanks for the ?n, Infact if you could give me some more information what all the things you have been processed till now for employe, i think i can help you in this matter.
Thanks & Regards,
Murali
Ph: 9448337619
Hi Ishita,
The answer is no..employee satisfaction survey is just one of the indicators of measures of well of employees..if it is conducted in a frank & anonymous basis then it shows the areas of concern..other wise its just remains as a statistics on paper with no value..Most of us have the tendency to get caught up with paper tiger & sit behind PCs..
True Indicators?..well do they smile when they come to office..infact this what i observe the people outside the Churchgate station..as how many of them are eager to goto office? It's shows up on their facial expression..
Are they eager to take more work/assignments? ..
Need to take OD exercises & look holistically at their work performances & processes..
Cheerio
Rajat
From India, Pune
The answer is no..employee satisfaction survey is just one of the indicators of measures of well of employees..if it is conducted in a frank & anonymous basis then it shows the areas of concern..other wise its just remains as a statistics on paper with no value..Most of us have the tendency to get caught up with paper tiger & sit behind PCs..
True Indicators?..well do they smile when they come to office..infact this what i observe the people outside the Churchgate station..as how many of them are eager to goto office? It's shows up on their facial expression..
Are they eager to take more work/assignments? ..
Need to take OD exercises & look holistically at their work performances & processes..
Cheerio
Rajat
From India, Pune
Hi Ishita, Employee satisfaction survey never gives the holistic picture of employee well being. you needto supplement that with few OD exercises. Ekta
From India, Ahmadabad
From India, Ahmadabad
hi ishita,
dont be under the impression that satisfaction surveys are a good indicators of employee well being..in papar they may put any no.of tick marks, but not what is there in their mind..
for that u have to go to them personally, if possible to where they are sitting and have a genuine talk..and pls note that such dialogues do not become a one time affair, after which u forget about the whole episode.let that be a continuous dialogue, wherein u keep a tab on the improvements and developments in his work life..
For each employee to get such of personal attention, we may require to the increase the workforce in HR..but sadly many cos think vice versa.
Nisha.
From India, Cochin
dont be under the impression that satisfaction surveys are a good indicators of employee well being..in papar they may put any no.of tick marks, but not what is there in their mind..
for that u have to go to them personally, if possible to where they are sitting and have a genuine talk..and pls note that such dialogues do not become a one time affair, after which u forget about the whole episode.let that be a continuous dialogue, wherein u keep a tab on the improvements and developments in his work life..
For each employee to get such of personal attention, we may require to the increase the workforce in HR..but sadly many cos think vice versa.
Nisha.
From India, Cochin
Hi All
But globally research has shown relationship between employee engagement and business results from 1 % to 10 %. Even i am conducting corelation study between variables in my organisation.
Regards
Saurabh
From India, Delhi
But globally research has shown relationship between employee engagement and business results from 1 % to 10 %. Even i am conducting corelation study between variables in my organisation.
Regards
Saurabh
From India, Delhi
hi alll..thanx a lot for your reply to my query. for mr mural, well i am a student and i haven't really worked upon any measures...its just that i wanted to know for info about the ESS and it being the ultimate measure of emp well being...but any input or practical examples are truely welcome
also mr. rajat, ms ekta....what are the various od exerises that can be done and that have been implemented i various companies...plz let me know...
thanks
From India, Mumbai
also mr. rajat, ms ekta....what are the various od exerises that can be done and that have been implemented i various companies...plz let me know...
thanks
From India, Mumbai
true Employee satisfaction is only a component of a bigger picture. As an HR consultant we use employee satisfaction feedback tools to get an impression of certain trends from which you can further home in on tangible areas of concern. Ultimately I always suggest a combination of the two. Something used for measurement, i.e.. http://<a href="http://www.visionmet...etrics.net</a> combined with a discussion based (either 1-1 or group level) sessions on the measured results. That way you get an earnest picture you can base certain strategies on. Hope this helps.
rgds,
HR consultant
rgds,
HR consultant
It’s not the ultimate measure, just one measure amongst many. Some others are:
-employee retention
-employee absenteeism
-level of union action; strikes, lockouts, go-slows
-number of employee grievances/complaints
-number of OH&S incidents/accidents
-productivity rates
-error rates
-number of customer complaints
Perhaps the most telling indicator is face-to-face conversation – asking employees about the quality of their working life. This will give invaluable qualitative information that cannot be gleaned from numerical indicators.
Just on closing, I’m much more partial to evaluating levels of engagement, as opposed to levels of satisfaction. An employee can be quite satisfied working for an employer, but highly disengaged with the work.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
-employee retention
-employee absenteeism
-level of union action; strikes, lockouts, go-slows
-number of employee grievances/complaints
-number of OH&S incidents/accidents
-productivity rates
-error rates
-number of customer complaints
Perhaps the most telling indicator is face-to-face conversation – asking employees about the quality of their working life. This will give invaluable qualitative information that cannot be gleaned from numerical indicators.
Just on closing, I’m much more partial to evaluating levels of engagement, as opposed to levels of satisfaction. An employee can be quite satisfied working for an employer, but highly disengaged with the work.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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