Employee perceptions of “excellent places to work” are evolving. Today’s workforce understands employment as a symbiotic relationship, in contrast to the past when workers thought employers were “giving” them a job. Although employers do pay workers for their time, the Great Resignation has taught us that businesses cannot function without workers. Businesses cannot afford to disregard employee feedback regarding workplace culture and operations in the competitive employment market of today.
Before it’s too late, you need to identify what needs to be improved, but if you wait until departure interviews to pose the difficult questions, you’ll waste time, money, and talent.
Do you know more than 40% of all employees were considering leaving their jobs at the start of 2021? According to a recent poll, 47.8 million employees left their jobs during that year. Usually, firms with a 20% turnover rate prior to the pandemic may have a turnover rate [as high as 24%] in 2022 and in the years ahead.
What You Shouldn’t Ignore
Everyone wants to be paid, but even a sizable payment won’t make employees feel any better about the work they do on a daily basis. The following factors have the most impact on employees’ propensity to recommend:
- Public relations for the company
- Management, worker involvement, and senior leadership
- Employee communication that is transparent and clear
You may get practical information to help you enhance the experience of your employees and the reputation of your business by requesting feedback on these areas.
The Proper Inquiries, In The Proper Order
The best survey questions incorporate a rating scale, multiple-choice options, and open-ended answers. A rating scale inquiry can ask, “On a scale of 1 to 10, how would you rank senior leadership?” rather than asking whether or not employees approve or disapprove of senior leadership. “How long do you see yourself staying with our company?” is one way to phrase a query concerning long-term possibilities inside the organization. Ranges for multiple choice answers can be less than a year, one to two years, three to five years, more than five years, and more than ten years.
You should include at least 10 of these 21 questions in your survey.
Leadership Assistance
- What do you think about senior leadership?
- How effective is your manager at praising your efforts at work?
- How at ease are you giving positive feedback?
- Does your boss establish specific goals?
Brand Perception And Company Communications
- How openly does management share business performance?
- How would you rank the company’s employee communication?
- How would you assess the business’s customer and public relations efforts?
Alignment With The Mission Of The Business
- Do you feel honoured to work for this organization?
- What do you think the main goals of this company are?
- What would be your reason for leaving if you were to leave tomorrow?
Process Enhancement
- List three or more processes that could be made better.
- List three or more procedures that we excel at.
General Corporate Culture
- Summarize the culture of our organization in one word.
- How well do you manage your work and personal life?
- Do you get the help you need from your manager to develop your career?
- Does your manager give you access to the tools you need to do your work well?
- How closely knit to your coworkers do you feel?
- How difficult is your job?
- How content are you with your work?
Probability Of Endorsing The Business, Remaining With It, Or Leaving It
- Would you recommend a friend to apply for a job here?
- How long do you anticipate remaining with this business?
When conducting your survey, don’t forget to take into account the time of your staff. Their workload should include answering these inquiries; it shouldn’t be an additional task. Surveys should have no more than 50 questions.
When the data has been gathered, share the findings with your team along with an action plan for how you intend to use their input to show that you are paying attention and taking action. When you introduce new rules based on employee feedback, be sure to give reasons.
Time To Expand Your Employer Branding
It’s simple to blame covid-19 for the increase in resignations, but staff members were quitting in large numbers long before the global pandemic hit – and they still are. According to research, 60% of workers worldwide claimed to be emotionally detachment or not engaged at work, while 19% claimed to be dissatisfied or actively disengaged.
One of the most crucial elements in enhancing workplace branding is gathering specific feedback regarding management. Bosses are the leading predictor of job happiness. Since it often costs 1.5 to 2 times as much to hire a new employee, making investments to improve business culture will ultimately result in financial savings.
After all, not all employees are interested in blockbuster benefits like enormous wages and unrestricted vacation time. They want to work in a supportive environment, experience meaningful leadership, and feel valuable!
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