How to Implement Employee Opinion Surveys
Successful businesses realize one of their most valuable assets is their work force. Properly motivating and rewarding employees maintains productivity and can help increase the company's profits. Executives can assess the satisfaction of employees through implementing employee opinion surveys. These surveys, often called employee satisfaction surveys, help guide management decisions on compensation, policies and employee initiatives. Creating and implementing employee opinion surveys requires an attention to details and the willingness of all layers of management to encourage employee participation.
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Instructions
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Determine the purpose of the survey. Employee opinion surveys can be used to analyze overall employee satisfaction, opinions on a specific initiative or for a segment of employees, such as a individual department.
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Create the survey. It can be created by in-house human resources personnel, or can be outsourced to an industrial psychology or survey creation company. For rapid turnaround for one-time assessments, consider using in-house employees. If you want to implement a long-term survey program, look to a professional firm that can create surveys that provide a more tested, methodology approach to survey implementation.
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Determine how the survey will be administered. Surveys can be given over the Internet, through paper forms or on an independent computer. Software and Internet-based programs are available that can ease distribution, provide transparency and help quickly calculate results. Paper based forms that are machine-readable, such as a Scantron form, can increase the speed of results if employees do not have routine access to computers.
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Establish a schedule. Employee opinion surveys can be administered on a one-time basis, or on a routine basis, such as quarterly or yearly. Routine surveys can be used to establish an employee sentiment indicator that helps management evaluate the success of new employee programs or policy changes.
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Administer the survey. If possible, contract a neutral, third party company to receive and tally the survey results. This method increases transparency and allows employees to express their opinions without the concern of retribution.
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Analyze the results. Based on the survey results, create an actionable plan to help address any common concerns or company deficiencies noted. Surveys without a follow-up response have a limited effect and may cause employees to feel the survey was a waste of time. Quick, visible responses to survey results can make employees more receptive to using surveys as a valid outlet for addressing their concerns and areas of contentment with the company.
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