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Employee engagement survey: Tell us how we are doing We invite you to complete this brief employee opinion survey to let us know how you think we are doing and what we can do to improve employee engagement. The survey should take no longer than [15] minutes to complete.
For example, the HR director might decide to introduce a new performance appraisal process following the results of an employee opinion survey; the board might decide to change the organisation's approach to talent management after reviewing data on employee turnover; or new legislation might necessitate
Jump to The cost of increasing employee motivation - Changing the focus of some of the questions on an employee opinion survey, for example, does not add to the cost if the survey was something that the organisation was going to undertake anyway.
Jump to Step 4: Compare your data with external data - You may also be able to benchmark employee sentiment, through websites such as Glassdoor or through your employee opinion survey provider.
The decision should stem from original employee data and could be based on the findings from the organisation's latest employee opinion survey, for example.
Jump to Reviewing the financial wellbeing programme - A review could include: tracking of actual costs and how these compare to budgeted costs for the strategy as a whole or for individual projects/campaigns; feedback from employees through an annual employee opinion survey, standalone "pulse" surveys, or other methods such as focus groups; the impact of
Jump to Monitoring and review - opinion survey and feedback from trade unions); free, independent, and confidential advice is available to workers who have concerns about wrongdoing and that workers are making use of it; and information about the number and types of concerns raised, and allegations of retaliation, is collected, analysed
Jump to Planning to implement coaching - For example, if one of the aims of coaching is a shift in the coachees' perception of the organisation, it will be important to build a measure of this into the evaluation process - perhaps through the employee opinion survey or through a questionnaire that coachees complete before and after the coaching
Jump to HR metrics - to gain insight to employee experience are exit interviews (92.7%) and employee opinions surveys (82.5%).
Jump to Improving communication with staff - complies with legal requirements; employee opinion surveys are the best way to encourage feedback from employees; intranet sites and team meetings are most appropriate for encouraging information-sharing; intranet sites are considered the most efficient way to keep employees informed about policies
Jump to Measuring success in avoiding survivor syndrome - They can do this by: looking at the hard measures - for example, changes in resignation rates, trends in absence levels, performance appraisal scores, productivity metrics and customer satisfaction scores; examining soft indicators - for example, feedback from employee opinion surveys, and the views
Jump to When to monitor - Where possible, responses to employee opinion surveys should also be disaggregated by sexual orientation and other characteristics to identify differing experiences, particularly regarding career development, relationships with line managers, wellbeing and feeling safe to speak out.
Some argue that this is down to employers' inability to use employee opinion survey results to drive meaningful improvement. Certainly, it is now widely acknowledged that one survey once a year is not a sufficient approach for understanding employee perceptions.
Jump to The role of research - There may be employee opinion surveys that the organisation already runs to which pay and benefits questions can be added. The organisation might also look at data on current employee behaviour, particularly if there is an element of choice in the reward package.
The HR team should consider any other potential non-cash or value benefits such as an increase in employee engagement (measured through employee opinion survey results, for example), the impact on retention rates or absence rates, or anything specific to the project such as the take-up by employees of
Jump to Career development and progression - LGB employee resource groups and employee opinion surveys can provide useful feedback and qualitative data.
You may prefer to conduct your wellbeing survey as part of your employee engagement or employee opinion survey, rather than conducting a separate survey, as the information is related.
Jump to Lawful discrimination - This might be evidenced by, for example, views on the long-service award gathered in an employee opinion survey.
To understand the current level of employee morale and engagement, use your employee opinion survey, or a pulse survey, perhaps focusing on small groups who may be impacted by forthcoming changes.