HR Services can create various surveys to explore the satisfaction, motivation and attitude of your employees.
Human resources are rapidly becoming a science where decisions are made based on data processing. HR technologies evolve beyond standard business process automation, such as the procedures for calculating and paying remuneration and tracking candidates, and have reached the point where they act as a complex business intelligence tool that collects, processes and interprets multiple species data to lead to better-resolved HR solutions. And in turn, these solutions help HR professionals to show and measure what the real impact and effect of their work on the success and development of the organization.
The most frequent staff surveys are:
- Measurement of motivation
This survey provides information on employee motivation profiles and serves to create a motivational program. At the same time, the establishment of motivation for work among the newcomers gives rich information about what attracts people to the organization, which is accentuated and upgraded.
- Job satisfaction
Employee satisfaction is a fundamental factor in the long-term success of an organization. Therefore, it should be an integral part of the overall strategy of the company. Usually companies do that survey every year to track employees’ moods, attitudes and engagement, and to influence them in the right way with the right tools. Through it, owners and managers can understand how employees appreciate:
- leadership
- the system of bonuses, wages and benefits
- teamwork
- working environment
- adequacy of technology and equipment
- opportunities for career development and training
- security
- the main obstacles in the work
Satisfied and motivated employees produce more and do their job better. The question is it possible to motivate employees was replaced by another – how to do this.
- Benefits satisfaction
Satisfied employees are less absent, less willing to look for another job, and are much more committed to achieving the company’s goals .
- Commitment
Employee engagement as a concept has begun to become more active over the past 10 years as it is proving to be a decisive competitive advantage in the world of rapidly changing markets and dynamic working conditions. Keeping your talents in the company, influencing employee productivity, and maintaining high levels of engagement in human capital is the driving force behind business success. When properly defined, measured, and managed, engagement of employees could be used as a reliable indicator of the future behavior of people in the company, that is, it is the basis of better business results.
- Business improvement surveys
They give employers the opportunity to hear suggestions to improve the organization and business processes of the company.
- 360-degree feedback
Another type of employee survey is “360-degree feedback”. Almost everything we achieve or do not achieve in our lives owes the quality of feedback to others. It gives us accurate information about the way we handle it and whether we do the right thing we do. Feedback can act as a signal and incentive for change and as a catalyst to facilitate change.
- Exit interview
The goals of this interview are several – to understand why an employee wants to leave, what has attracted him elsewhere, what his opinion about the company’s working environment, as well as his direct manager, etc. If the leaving party is valued and respected in the company, one of the goals of the meeting is to try to keep it in its current position.
A valuable frame should never be missed without negotiation, and in addition, in the standard case, a lost associate cost a considerable amount of money and effort to the company while recruiting and training his deputy.
