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Casual Articles - Why Employee Satisfaction Surveys And Employee Exit Surveys Make Good Sense
When you finish your eBook or print books, you have a product you can sell. After you finish the book be sure to write the all important sales letter. The sales letter is the key to sales flooding in. Each book will market another book. Books help promote your service as well. Like a messy room full of clutter, you just want to close the door on your project. If you really don't want it now, then make it ok not to do it. Or, if you are blocked in some way discover what that means and keep taking baby steps toward your dream. Or, if you are like me you may want to look at the consequences/results of not doing it. These are some of the consequences that pulled me to finish my latest two books: 1. If your book doesn't get read by thousands of people this year your unique useful message goes unheeded. I know you want to make a difference and your book is your legacy and lasting gift to give. 2. Your business
Inform and Educate
An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.
An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit Surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.
Analysing the Results
Having consulted the workforce with an online survey the results are available for instant analysis. Common and specific problems can be easily i
Doctors and professionals that bill insurance, HMO’s or Medicare/Medicaid know how the payment cycle of the industry works. Basically, hurry up and wait, is the call of the day. It is not uncommon for a medical professional to send a bill to an insurance company and have to wait 30, 90 or even 120 days before they get paid. In the meantime, the office needs to pay employees and suppliers.Unless the medical office has a large cash reserve, it is likely to run into problems. Sooner or later, it may run out of cash. One alternative is to go to the bank to obtain a business loan or similar product. That works, sometimes. But banks can be hard to work with and seldom increase loans after giving them. What happens if your medical office keeps growing and needs more cash?Medical receivables factoring is usually a better alternative. Medical factoring eliminates the payment wait, getting your insurance claims paid in as little as
Left unattended employers run the risk of alienating their employees, events can cause employee frustrations to boil over resulting in employers finding themselves on the back foot, faced with a problem that cannot be ignored.
Ideally employers would take time to understand the needs of their employees and learn from their experiences of working on the front line, but employers are often themselves tied up day to day fighting their own fires.
By automating much of the intelligence gathering process and providing the findings in a format that can be readily analysed online surveys provide employers with an efficient, effective and low cost method to help achieve a pleasant working environment, where staff satisfaction and productivity is high.
Dissatisfied & Unproductive
The are many reasons why employees may be dissatisfied with their job and more often than not staff frustration is channelled into a demand for higher salaries and less hours. Employers who tackle these issues head on, making it all about salary and hours, will often find themselves dealing with the symptoms and not the root cause.
It’s not about Money
The following are common barriers to achieving productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-
• Inadequate training
• Out of touch management
• Out of date working methods
• Lack of proper tools and equipment
Many studies have shown that salaries are rarely the number one priority of employees and providing an employer is paying market rate they would be fundamentally wrong to think that paying higher salaries is the answer to all employee problems.
Take the case of a single mother who is juggling a full time job with the need to look after two children. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the company, may be more flexible working hours.
It is About Communication
It is important for any company to encourage communication. Company's that make communication between personnel and management difficult, or take the view that if personnel have a problem they will say something, can often delude themselves into thinking their workforce is content when it is not. It only takes one small problem and one disgruntled employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.
Improving Communication
One to one meetings between employer and employee would be ideal but in practice only practical for very small businesses.
Regular meetings between management and worker representatives are good in theory but they often become talking shops and can begin to loose their edge as the participants become familiar with one another and the forum runs the risk of being hijacked by the more extrovert personalities.
Suggestion boxes are useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.
Newsletters can be a positive step, but their purpose is generally to inform and not discuss issues.
Keeping the Initiative
An employee satisfaction survey run on a regular basis is able to ask each employee specific questions and represents a pro-active management initiative where the whole workforce can be consulted on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.
Consultation should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey and keeping the initiative the employer is able to tackle problems from a position of strength as opposed to waiting for problems to fester and then develop out of proportion.
Small problems left unresolved can lead to a situation where a minor problem might break the camels back and the workforce mood change from positive to negative over night.
It’s Quick and Easy
For the majority of companies online surveys represent a proactive and low cost solution. They are quick to design and for many companies, where the majority of personnel have desktop computers, they are quick to deploy direct to the individual.
In situations where individuals do not have personal access to a computer there are still many options available to implement the online survey solution such as giving access to a shared computer, operator input or, as a last resort, a hardcopy survey.
Job Satisfaction
There are many elements that go towards providing an employee with job satisfaction, from the working environment, working methodology, working ethos, company ethics to having good and effective management. Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item.
Inform and Educate
An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.
An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit Surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.
Analysing the Results
Having consulted the workforce with an online survey the results are available for instant analysis. Common and specific problems can be easily id
“The most perfectly designed package in use.”Above statement was made by Raymond Loewy on the six and half ounce bottle of coca-cola folks in Atlanta (coca-cola base) obviously felt that the coke bottle was there greatest strength. They used that in every add and even trade marked it.But every strength has inherent weakness Guerrilla marketer know that.It was mix of Economic situation and shrewd use of Guerilla tactics in early thirties, which help the minnows of cola war raise their head above the water line. In the great depression, cash was scantly available.Pepsi cola’s key marketing approach was the 12- ounce bottle that would sell for same niche that would buy only six and half ounce of coca-cola.It was a brilliant strategy executed in a spectacular way it hit the mark, especially with the young cola, kids went for quantity rather than quality. Pepsi use this old saying and hit the bull’s eye. It
It’s not about Money
The following are common barriers to achieving productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-
• Inadequate training
• Out of touch management
• Out of date working methods
• Lack of proper tools and equipment
Many studies have shown that salaries are rarely the number one priority of employees and providing an employer is paying market rate they would be fundamentally wrong to think that paying higher salaries is the answer to all employee problems.
Take the case of a single mother who is juggling a full time job with the need to look after two children. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the company, may be more flexible working hours.
It is About Communication
It is important for any company to encourage communication. Company's that make communication between personnel and management difficult, or take the view that if personnel have a problem they will say something, can often delude themselves into thinking their workforce is content when it is not. It only takes one small problem and one disgruntled employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.
Improving Communication
One to one meetings between employer and employee would be ideal but in practice only practical for very small businesses.
Regular meetings between management and worker representatives are good in theory but they often become talking shops and can begin to loose their edge as the participants become familiar with one another and the forum runs the risk of being hijacked by the more extrovert personalities.
Suggestion boxes are useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.
Newsletters can be a positive step, but their purpose is generally to inform and not discuss issues.
Keeping the Initiative
An employee satisfaction survey run on a regular basis is able to ask each employee specific questions and represents a pro-active management initiative where the whole workforce can be consulted on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.
Consultation should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey and keeping the initiative the employer is able to tackle problems from a position of strength as opposed to waiting for problems to fester and then develop out of proportion.
Small problems left unresolved can lead to a situation where a minor problem might break the camels back and the workforce mood change from positive to negative over night.
It’s Quick and Easy
For the majority of companies online surveys represent a proactive and low cost solution. They are quick to design and for many companies, where the majority of personnel have desktop computers, they are quick to deploy direct to the individual.
In situations where individuals do not have personal access to a computer there are still many options available to implement the online survey solution such as giving access to a shared computer, operator input or, as a last resort, a hardcopy survey.
Job Satisfaction
There are many elements that go towards providing an employee with job satisfaction, from the working environment, working methodology, working ethos, company ethics to having good and effective management. Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item.
Inform and Educate
An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.
An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit Surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.
Analysing the Results
Having consulted the workforce with an online survey the results are available for instant analysis. Common and specific problems can be easily i
Certainly age discrimination exists out there in the cold cruel work world and, as a result, 50-something executives and managers might not want to throw out their Grecian Formula just yet. But might there be a, excuse the expression, “silver lining” to slowing economic times when it comes to all those middle-agers suddenly cast out there onto the tightening job market? According to a survey from Challenger, Gray and Christmas, the Chicago-based outplacement firm, there may very well be.In a comparative look at jobless professionals possessing 10 years or more experience in managing, the firm learned that such job-hunters required only 2.5 months to find a new job in the fourth quarter of last year vs. 3.7 months in the final quarter of 1999, just one year earlier. Since the typical jobless candidate Challenger studied was 46 years old, with 8 years at his or her last position, earning $78,000/year on average, the implications fo
Improving Communication
One to one meetings between employer and employee would be ideal but in practice only practical for very small businesses.
Regular meetings between management and worker representatives are good in theory but they often become talking shops and can begin to loose their edge as the participants become familiar with one another and the forum runs the risk of being hijacked by the more extrovert personalities.
Suggestion boxes are useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.
Newsletters can be a positive step, but their purpose is generally to inform and not discuss issues.
Keeping the Initiative
An employee satisfaction survey run on a regular basis is able to ask each employee specific questions and represents a pro-active management initiative where the whole workforce can be consulted on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.
Consultation should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey and keeping the initiative the employer is able to tackle problems from a position of strength as opposed to waiting for problems to fester and then develop out of proportion.
Small problems left unresolved can lead to a situation where a minor problem might break the camels back and the workforce mood change from positive to negative over night.
It’s Quick and Easy
For the majority of companies online surveys represent a proactive and low cost solution. They are quick to design and for many companies, where the majority of personnel have desktop computers, they are quick to deploy direct to the individual.
In situations where individuals do not have personal access to a computer there are still many options available to implement the online survey solution such as giving access to a shared computer, operator input or, as a last resort, a hardcopy survey.
Job Satisfaction
There are many elements that go towards providing an employee with job satisfaction, from the working environment, working methodology, working ethos, company ethics to having good and effective management. Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item.
Inform and Educate
An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.
An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit Surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.
Analysing the Results
Having consulted the workforce with an online survey the results are available for instant analysis. Common and specific problems can be easily i
More than a few dozen times, people say to me, 'I don't know how you fit it all in!' Sometimes even "I" don't know how I fit it all in, to be honest. However, not only did I realize early that if I wanted to accomplish the things in my life 'to do' list, I'd better take control of my time. I have learned that time management is a huge issue with many of my clients. So, to help with this common problem, below are some tips to at least get you started on how to make the most out of your limited resource: Time.Prioritize What do you want to accomplish? Many people I work with have a HUGE list of what they want to do or of opportunities coming their way. It becomes so overwhelming for them that they find themselves doing NOTHING! Now, that defeats the purpose of having such great opportunities at their feet, huh? So, make a list of all the things you would like to do or accomplish, or all the opportunities coming your
Small problems left unresolved can lead to a situation where a minor problem might break the camels back and the workforce mood change from positive to negative over night.
It’s Quick and Easy
For the majority of companies online surveys represent a proactive and low cost solution. They are quick to design and for many companies, where the majority of personnel have desktop computers, they are quick to deploy direct to the individual.
In situations where individuals do not have personal access to a computer there are still many options available to implement the online survey solution such as giving access to a shared computer, operator input or, as a last resort, a hardcopy survey.
Job Satisfaction
There are many elements that go towards providing an employee with job satisfaction, from the working environment, working methodology, working ethos, company ethics to having good and effective management. Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item.
Inform and Educate
An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.
An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit Surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.
Analysing the Results
Having consulted the workforce with an online survey the results are available for instant analysis. Common and specific problems can be easily i
My table-mates introduced themselves as the reciprocal protocol began. We chatted about what we did, where we did it and what we thought of the conference. Stan joined the table as the chicken was served. He'd been introduced to me earlier and we'd talked briefly during the pre-dinner social. Now he was peppering me with intriguing business questions. This was going to be a lively and interesting discussion, I thought.But my hopes vanished faster than an ice cube melting in the desert. I realized Stan wasn't listening. He didn't care what I had to say; he was waiting for his turn to talk. And talk he did, monopolizing the table's conversation with his back-patting soliloquy.That experience got me thinking. My hopes had been raised believing that someone asking thoughtful questions might be interested in the answers. But that's a rare find in this too-busy-to-listen world. We're too busy answering our cell phones, checking
Inform and Educate
An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.
An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit Surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.
Analysing the Results
Having consulted the workforce with an online survey the results are available for instant analysis. Common and specific problems can be easily identified and brought to the attention of senior management who will then have the opportunity to address the issues that have been raised.
Summary
Used regularly online surveys represent a simple and productive method of taking the pulse of an organisation and an easy way to establish a two way communication channel between employer and employee with the results providing management with vital, accurate and significant information.
For a Sample Employee Satisfaction Survey
http://www.surveygalaxy.com/surPublishes.asp?survey_id=1163
For a sample Employee Exit survey
http://www.surveygalaxy.com/surPublishes.asp?survey_id=1165
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