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Getting Employee Satisfaction

Filed under: Uncategorized — emitaliablog
Posted on May 5, 2010 @ 1:55 pm
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I’m not happy. The printer has still not been fixed and now my chair is broken. The problem with the company is that it is going to the dogs. The boss really doesn’t seem to have a clue as to what is really going on.

That new guy that started last week, who no one bothered to introduce, was given a job that he had no idea how to do; why didn’t they just ask me? For a start I could have let them know them a new set of plans have been released so even if they did know what they were doing the drawings they are using are out of date anyway. I don’t know why I bother sometimes.

Some of the guys and I went for a drink last night after work. I don’t know anyone who is happy and the lady in the Accounts department has told me that she has just about had enough and is going to ask for an immediate pay rise and if she doesn’t get it she will be off.

The management here just don’t have a clue, we are losing money through our inefficiencies and every time they come up with a new initiative they are so far off the mark that it just demonstrates how out of touch they really are.

I think I’ll ask for a pay rise, if Sally from Accounts can get one I can.

And so it goes on.

These are the sort of thoughts that start to play on the minds of individuals when a company loses touch with their employees; the broken chair, the lack of appreciation, the blaming of ‘management’, even questioning the futility of what they are doing. Minor problems fester and a cynical and destructive mindset develops. Can you be sure that it isn’t going on right now in your organisation?

What should be social events held outside the office become no more than a forum for complaints and negativity grows among people who feel unable to effect change. Dissatisfaction will often synthesise into a demand for an increase in remuneration, as though like a cheap fix more money will momentarily lessen the pain.

Left by management, undiscovered and unaware, the concerns of this employee will inevitable find solace with their colleagues own individual concerns, where the only common demand will be for an increase in remuneration, more paid holidays and a reduction in working hours, all of which will not fix the broken chair, ensure that new personnel are in future properly introduced, trained and managed nor help management identify areas of inefficiency.

Organisations have a habit of pigeon holing people, physically through offices, cubicles or workstations and also in terms of responsibility. With effective and strong management to support this structure it can be productive, but as an organisation grows, and weak or inappropriate management infiltrates the management chain, it is perhaps inevitable that cracks will begin to appear.

Looking at an organization from the top down all the corporate garden can appear to be in full bloom as middle management either disguise or are just unaware of festering problems.

A very skewed view can be the result of relying on a limited number of indicators, just as a one eyed person finds judging distance difficult. By establishing procedures that sample the mood from different perspectives throughout the organisation good management will be able to form a rounded picture.

There are both direct and indirect benefits of establishing good, frequent and extensive communication channels.

Greater respect will be given to a senior management team that is known to have their ear to the ground and where they keep the middle management honest by knowing that middle managers can no longer shrug away the senior manager’s searching inquiry “How is everything going?” question with a non-committal “Fine”; It is my experience that if someone replies with “fine” you need to dig deeper and ask if they really know what is going on.

Most principals of an organisation will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online employee surveys they can achieve the same benefits and almost become omnipresent.

Online surveys provide an ideal method to establish good and effective communications between the employer and employee. Using a survey hosting service they can now be created and published with speed and ease.

Using the Internet and intranet surveys can be deployed in seconds, easily completed by employees and results can be displayed in real time allowing ‘problems’ and common themes of dissatisfaction to be identified early.

With their ability to get to the heart of an organization online employee satisfaction surveys can confirm that all is well in the engine room and that there is sufficient fuel to keep it running.

There are considerable benefits to conducting online surveys, real issues can be identified and employees feel that they have a forum to express their concerns.

Online surveys won’t in themselves resolve a problem but they will give senior management the opportunity to address the problems and concerns of their employees, at least if people then leave the organisation they will be doing it for the right and not wrong reasons.

Although monetary concerns can often be cited as the main reason good people decide to leave a organization dig a little deeper and it is often found that it is more to do with one or more of the following:-

 

     

     

  • the workplace environment;
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  • a lack of fulfilment;
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  • insufficient training and feedback;
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  • lack of career growth;
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  • over worked;
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  • lack of trust and respect with their senior managers.
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Good communication between the employer and employee can help identify the individual and common concerns of the employees and will give the senior management team the opportunity to address root problems and not just the symptoms of employee dissatisfaction, enabling them to demonstrate to their employees that they are valued as an important resource.

Employee surveys need to be customised so they are relevant for each individual organisation. To get an idea as to how effective online surveys can be try completing the sample employee survey, then view the results of the satisfaction survey and just think of the benefits to management being able to measure so easily the heart beat of the organization.




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