Employee feedback surveys enable the management to make the most of their workforce by addressing the following key areas:
1. Build trust – Since criticism is often a rather bitter pill to swallow, try to sweeten it by clearly emphasizing that it’s an attempt to help the person and that it is not just an ego massaging exercise for yourself.

2. Set your goals – Clearly define and differentiate the work you want each of your employees to do individually, and remember this planning when you talk to them.

3. Think right place, right time – Try to schedule any meeting or conversation as soon as possible after any relevant incident so that all the details are easily remembered and accessible. If it’s a delicate matter, try to be as discrete as possible: if required talk to the person in private.

4. Set the scene – Make the topic of the talk clear from the outset. If you think what you are going to say is already known, try to be unpredictable and defer the issue, or better still, try to come to the issue indirectly.

5. Communicate what’s right and what’s wrong – clarify your position but also give them the opportunity to sate their own versions. Highlight the positives of their performance, but criticize if required.

6. KISS ( Keep It Short and Simple) – Ensure that you make your point and also listen to theirs, but always keep the criticism precise. Limiting the censure ensures that they don’t feel belittled.

7. Share the impact – It is very important to explain clearly to them the exact consequences of their actions to the organization. This serves to give them a view of the larger picture and also to gently scare them, where necessary.

8. Be present – Make it appear that you are on their side. For this you are required to give them your full attention and make time for them, so that they can sense your involvement in their cause.

9. Value them – At the end of the employee feedback survey you have the opportunity to let them know how highly you regard them. Make them feel that they are a valuable member of your team and that they make significant contributions with their work.

10. Team Work – You should be able to create a sense of team work and emphasize the importance of continuing to work collaboratively and in coordination.

Always remember, that the employee feedback survey is a learning exercise which works best as a platform to give feedback constructively with the goal of sustaining growth and performance.

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Some of the basic indices and parameters which are covered by the questions included in a standard employee engagement survey are:

Are the goals of the employee clearly defined, and are they regularly evaluated and reported?

All sales professionals would expect to be measured with respect to their stated targets. Sales figures indeed tell the most important story, clearly showing what’s working and what’s not. But managing numbers isn’t always easy. Based on the duration of the sales cycle, one could have daily, weekly, or even monthly measurements, but enjoying total autonomy when it comes to preparing sales figures on the part of sales people is actually a career limiting move. Rather than indicate complete trust from the manager’s side, this lack of managerial intervention hints at a lack of proper engagement on the manager’s side; something which is detrimental to the careers of both the manger and the employee. So it is to both their benefit to try and ensure that they are plugged in, and don’t lose track of each other’s pulse.

Are consistent feedback and a customized development plan provided by the manager to an employee?

Increased communication between manager and employee improves mutual understand and rapport. It’s like getting into each other’s head and comprehending the way the other thinks. This undoubtedly plays an important role in forging relationship behaviors and shaping strong working bonds.

Is the employee accountable for making the effort to improve every year?

The best results are obtained if an ethos of continuing excellence can be cultivated in the work place. Just sitting back and doing what you’ve always done is unacceptable. Commitment to improvement year after year is imperative. So create new opportunities for building new business, improve your existing client relationships, develop yourself personally and as a team to produce ever new opportunities for growth, recognition, career advancement and monetary stability.

Some of the most consistently revealed facts in employee engagement surveys make it clear that it is all about communication, training and the search for development. Leaving aside the exceptional people who happen to be highly motivated self-starters, most organizations must ultimately depend on the manager and the company’s stake in generating an ethos of employee development. Undertaking regular employee engagement surveys and paying due attention to the results is an effective way to better employee engagement levels within any organization.

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Employee attitude questionnaires help the management to gauge the organization’s requirements from the employee’s point of view. These questionnaires analyze employee opinion on several concrete issues like the organization’s perceived objectives, vision, ideology and leadership, as well as more intangible factors like work-place communication and interpersonal relations. The data unearthed through these surveys is useful in determining and facilitating the direction and degree of organizational development and change, and moreover helps to align these proposed changes to the actual and documented needs of the organization. Further, by making the company aware of its own standing with respect to its weakness and strengths and by clarifying a whole range of factors like: the state of the organization’s internal health and external image, the relation of the company’s policies and standards on it’s employee productivity, the correlation of the company’s development and coaching programs on the employee’s levels of satisfaction and morale, etc., the proper use of employee attitude questionnaires can be a great additional advantage.

Some of the usual factors covered in an employee attitude questionnaires are: employee satisfaction, importance of creativity and innovation, approach of senior management, feeling of participation and appreciation, development programs, customer service exposure, functional expertise and efficiency, result-oriented approach to work, analytical thinking, strategic leadership, adaptability to teamwork, corporate culture, work ethics, work-place recognition, employee empowerment, work-pressure, accountability, home-office balance, job security, possibility of creativity, career and succession planning, etc. The survey can also include sections on the employee’s personal experiences while working for the company which have influenced or affected their motivation, morale, and satisfaction, their sense of accomplishment, goals, and overall well-being, etc.

Depending upon several additional factors, like, the company’s attitude towards decision making, flexibility provided to employees, communication, feedback, teamwork, training and development facilities and work environment, and policies for compensation and honesty, etc., the data supplied by these questionnaires are accordingly analyzed and prioritized as and when necessary to be addressed and acted upon for either long-term or short-term benefits.

Quite a few companies conduct these surveys themselves through their own HR departments; whereas other companies outsource the surveys to external specialist agencies that can provide an unbiased analysis of the survey data. Many such agencies offer professional services for employee attitude surveys. They often design their own employee attitude questionnaires and use special software tools for data analysis. Many such service providers have their own websites, and once any interested company subscribes to their service, all their employees can then complete the required surveys online, making the entire process faster and more efficient.

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Employee Motivation Surveys also provide the perfect opportunity to the management to have their perspectives and assumptions about the functioning of their organization to be corroborated or suitably qualified by the responses of their employees. It provides an effective platform for the overall and democratic appraisal of the entire organization and if a suitable transparency is able to be maintained in this regard, this ensures the establishment of a secured rapport and productive communication between the employer and the employees which in turn conduces to the overall benefit of the organization.
Employee motivation surveys therefore offer both direct and indirect benefits for the company: not only to the management but also the employees as well as to the customers in turn.

The most critically important factor for employee motivation in the workplace has been found to be employee recognition. So, the surest way to retain highly motivated employees while also encouraging others to perform better is to make it a general point of principle to select and reward outstanding performers, and to consistently recognize their efforts and contributions generously in public.

The COI (Centre for Organizational Innovation) Group is an Australian organization based in Sydney responsible for designing a tool called the OEP (Organizational Effectiveness Profiling) which has made the work of gauging and maintaining employee motivation that much easier.

The salient features of this OEP tool are:

• Diagnostics that investigate all important organizational issues (over and above the traditional and ineffective emphasis on only cultural issues)
• Metrics which are programmed to recognize the underlying causes of specific organizational or team issues
• Planning software that allows the management to develop customized action plans to address the causes identified as affecting their group
• Program Management software that monitors and records the efficacy of implementation against all remedial action for every group
• Establishing organizational focus and alignment
• Facilitating strategic execution and effective grass-roots planning ness through built-in Planning Wizard
• Enhancing training effectiveness
• Identifying key issues related to efficiency of sales divisions and teams
• Improving customer and supplier relationships
• Identifying and removing barriers to IT and systems efficacy through process re-engineering.

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An effective way to handle this problem is through employee retention surveys which allow the employer to gauge and record exactly what employees want from the organization. Similarly the employer can keep a track of the reasons that good employees turns away, and what they find appealing in the other companies that they join.

These employee retention surveys provide very useful knowledge about employee expectations and requirements, providing data not only about what incentive anyone has to remain in the company, but also advance indications that an employee is unhappy and may consider leaving. Thus, they are a more effective tool than exit interviews, and allow the employer to be proactive and intervene productively when an employee has not yet left the company.

Employee retention surveys are designed to indicate the present levels of employee satisfaction within any organization. If conducted periodically, they can not only help record any variations in the levels of satisfaction, but also chart attendant factors which help to ascertain the reasons for these changes. The company hereby gets the opportunity and the information upon which it can suitably act to enhance employee loyalty, morale and productivity.

Discontinuing employees are most usually dissatisfied with one or more of the following factors: work environment, pay and benefits, career growth prospects, corporate culture, corporate vision, training, communications, leadership, supervisor relations, work ethic, etc. Employee retention surveys help identify the precise problem from amongst these related factors.

A standard employee retention survey questionnaire circulated by the HR department would typically contain questions regarding to the employees perception of his or her job characteristics and requirements: thus their opinions on their own roles, duties and responsibilities; their perception of the attitude of their immediate and more distant superiors to them and towards the job; and most importantly their own levels of satisfaction, loyalty, motivation, morale, commitment, security etc along with other tangible as well as intangible pointers.

However, most employees are skeptical and unenthusiastic about such surveys, since they think that nothing ever comes of them, that surveys fail to cause any real organizational change. The OEP (Organizational Effectiveness Profiling) tool may finally provide a solution to this problem for it is the best amongst all Employee Opinion Survey tools:

It covers all the important organizational factors: The OEP survey draws objective feedback covering all aspects related to organizational effectiveness. The range of factors covered is not limited to the traditionally addressed issues of culture and behavior, but also includes systems and processes, along with strategic intent (organizational vision, resource allocation, planning strategy, direction, etc.). This provides a comprehensive coverage of al related issues and provides precise indicators of the problem.

Automatic Analysis: The system automatically interprets the input feedback data and generates an easily graspable analysis along with the required solutions, and circulates the results to leaders across the business who can access these through their user name and password. They can in turn can quickly and effectively begin to prepare and implement consistent and mutually coordinated policies and standards across the company.

Promotes Responsibility: Any organizational change is then driven in coordination by both employees and the leaders and managers. It ensures that everybody is properly informed and that leaders and managers take responsibility for these issues and have the resources to try and solve them realistically and pragmatically based on actual pointers.

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What it covers

The OEP uses an employee opinion survey to get objective feedback on all aspects of organizational effectiveness. Apart from looking at the traditional “cultural and behavioral” issues, OEP looks into strategic intent like vision, strategy, direction, planning, etc. It also covers systems, processes and resource allocation. This gives employers a more complete insight so that they can address areas of importance.

Automatic Analysis

The access to feedback provided by the OEP is very different from other employee opinion survey tools. It is available in easy-to-understand outputs, is automatically generated by the system, and does not require extra effort or expense. Access is granted via username and password, so that the results can be made available to leaders across the business. Hence they can begin to implement consistent policies and standards quickly and effectively. It is also possible, through these simple employee opinion surveys, to produce organizational and team-based reports at the touch of a button.

Promoting Responsibility

As far as employee opinion surveys go, OEP is a good example of a device that makes leaders and managers lead by taking responsibility for their issues. This also makes it a non-classroom based leadership development tool. It is the simple difference between teaching swimming in a classroom and learning to swim in a pool.

Post Survey Improvement tools

The OEP software guides each leader and their team from survey completion to analysis, then on to action plan development and then to implementation monitoring through program management. This usually happens after the employee opinion survey has been completed, and is done easily and effectively using one piece of software. Additionally, this is the only software solution that lets an organization survey, analyze and plan its course of action all within the same software.

The post survey improvement tools are put to use once the employee opinion survey is over. The tools include an Action-Planning Wizard, which is used to aid team-based workshops. These help organizations better understand the key issues and their underlying reasons. An action-based plan also captures all the required actions.

An EIP or Effectiveness Improvement Plan is then produced, area by area, to address the issues covered by the OEP. There is also a Program Management dashboard that is programmed to enable leaders to track actions, at the touch of a button, from workshops across the business.

Thus, we see that OEP offers an all-encompassing operational survey that digs deeply into matters of concern. It is fully customized to suit the organization’s culture and language. It also allows the organization to identify issues at both the micro and macro level.

The benefits offered by this tool include reduction of staff turnover, improvement in employee productivity, and improvement of customer and supplier relationships. No other organization works more closely with the client to provide such extraordinary Change Management support.

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Conversation – Accepting feedback through conversations is the first step of utilizing Employee Opinion.
Focus groups – Take the conversations to another level through focus groups by brainstorming over particular issues. HR gets the thoughts, feelings and motivations behind the Employee Opinion through focus groups. Usually 10 – 20 employees form a focus group.

SWOT analysis – As opposed to the free flowing discussions of a focus group, SWOT analysis focus the group on a very specific issue. First of all the strengths of the particular organization is explored. Secondly the weaknesses of the same institution are discussed. Thirdly the scope and opportunity of improvement are talked about. Finally, the pros and cons of improvement are viewed.

Opinion surveys – surveys are an effective tool to extract Employee Opinion. For large and geographically dispersed companies they are the only possible option. Here are some facts that should be considered when planning a survey:

• Type – Web based surveys will work for tech savvy companies. Others would fall back on telephone or tried and tested the true pen-and-paper surveys.
• Length – In between 30-60 questions should be ideal for a survey. Do not make it longer where respondents will become tired and loose interest.
The survey has to be conducted confidentially or else it does not become a success. It is strongly recommended that a third party should conduct the survey, because most employees think that surveys are tool’s used by organization’s “thought police”. The Employee Opinion gathered won’t be genuine if employees feel that their thoughts can be traced back to them.
OEP (Organizational Effectiveness Profiling) is primarily an Employee Opinion survey tool which is different. It is used for:
• Employee Opinion Surveys (EOS) – for identifying barriers to employee engagement, motivation, satisfaction and talent retention.
• Change management diagnostics – used for identification of strategic, cultural and process barriers to change.
• Used as a tool to deliver effective pre and post merger integration.
• Used for organizational leadership development programs for identification and measures. It blends into any existing leadership development programs.
• Maximization and improvement of talent retention and attraction strategies.

After the survey, an overview of the findings and the next steps of the management must be shared with the employees. This gives an assurance to the employees that their voices are heard. And the management will take the necessary action.

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Now the only practical way of getting a hold on these things is an employee questionnaire. They are a great way to comprehend and then consequently examine these details.  Employee questionnaires would also allow the management to garner a record of the personal opinions and views of the employees. This can be especially crucial in case of employees who are reserved and don’t voice their opinions in meetings and get-togethers. Getting these things together would ultimately ensure that employees are happy and benefit the company in long term. The four important features of organization—culture, commitment, compensation and communication—are covered therein and allow the company to make sure that the people working there are satisfied and well taken care of.

Employee questionnaires also ensure better planning, better communication channels between the management and the workers and a happier work force. OEP (Organizational Effectiveness Profiling) is a tool, which has been adopted in a lot of organizations for this purpose. Amongst other advantages it is cost effective and connects myriad areas of management like pin-pointing the prevalent problems, creating a strategy about how to deal with the problems, implementing the strategies to get required results.

OEP allows organizations to dig under the surface and getting an idea of core issues and problems which effect the employees and need to be addressed. They can then be dealt with in the order of priority and importance. OEP is a flexible system, which can be modified and adapted to the specific, personalized needs of any organization, depending on location, cultural parameters and limitations of the management. Once the issues have been identified, half the job is done. Then taking the employees and their opinions into account, effective solutions can be charted and implemented.

When suggestions and opinions of the employees are taken into considerations it not only ensures more effective solutions but a team, which thinks together and members who effectively complement each other. They would feel more involved in the working of the company and would be then motivated to put in their best. They would feel that they can actually make a difference which would inspire them to fix things which they think are limiting the progress of the organization.

Employee questionnaires like OEP would fluidly and efficiently lead your organization from one realm of planning to the other to ensure better management. Change is a part of our everyday existence and software like OEP ensure that the change is beneficial for all parties concerned, be it the organization or the people working in it.

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If your answer to most of thee questions is negative then you not very different from a majority of the urban population. The question then remains, why do so may of us spend a large part of our lives doing things that we don’t enjoy doing? The obvious answer to it is that there are piles of bills to be paid off. But then you also have to eat food but you don’t just eat whatever you can get your hands on. You spend hours getting hold of gourmet recipes to tickle your taste buds. Why should your job be any different then? The point is not to make you quit your job but to make you rethink some things about your professional life—about the choices you are making vis-à-vis your job and other things related to your professional life.

COI (Center for Organizational Innovation) encourages individuals and organization to undertake job satisfaction surveys and plan their strategies according to the outputs hence generated. OEP (Organizational Effectiveness Profiling) is one such tool. The various high points of OEP includes features like they can be customized to suit specific needs and help assess basic organizational features, since it is an online survey it is easily accessible and available, the access can be restricted by passwords and usernames and can be used as a log for developments in the recent past and future, it can be used to generate exhaustive and complete report, it embodies guidelines for management personnel to create a game plan and it allows centralized monitoring of developments and plans.

After the job satisfaction surveys are over the team leaders can analyze the output and create new plans, by using one software, quite economically and efficiently. One such tool is the action-planning wizard, which provides guidelines for conducting workshops to promote teamwork and allows the administration to grasp the key issues and their causes. Moreover it provides the action-based plan for all kinds of problems permitting companies to tackle their problems effectively.
The software also helps chart an Effectiveness Improvement Plan to deal with the problems that are brought forth for the job satisfaction surveys.

It is thus complete guide from surveys to analysis to planning to execution of the plan and enhancement of the existing resources and adding new things as and when required. The management can work in close co-ordination with each other and with the software to solve all their problems.

Any organization can pin point their underlying issues and problems and deal with them effectively in a fully customized way, suiting their specific personal needs and demands, using the very effective OEP job satisfaction surveys.

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Thus it is becoming more and more laborious to retain them, as good offers abound. It’s important for an organization to understand the priorities and needs of their employees. If the working of the company satisfies a worker he or she is likely to be more productive. He or she is also more likely to recommend the company and its products to the people outside. This would in turn enable the company to gather more and more talented staff members.

In this scenario employee satisfaction surveys are becoming more and more important. Some questions that need to be addressed in an employee satisfaction survey include: whether or not the employee understands the working policies and the long and short-term goals of the organization, whether or not they trust the management and believe in their leadership, the employees understanding of his or her part in mechanics of the company, the top priorities of the employees in terms of their input, accountability and dependability, his or her ideas about the nature of communication channels and protocol within the company, their ideas about the incentive and professionalism inspired by the company, their relationship with their immediate superiors, the management and their colleagues, their take on the various benefits and personal schemes like vacations and health plans. An employee satisfaction survey should ideally comprise of unrestricted, subjective questions like “How is the working experience in the company?” or “is their anything you want to change about your team/company?” This would help the management to arrive at an exact idea of what the employee’s mind set vis-à-vis the company is.

The OEP (Organizational Effectiveness Profiling) is a survey tool designed by COI (Center for Organizational Innovation). This employee satisfaction survey tool is different from the other commonly used models for a number of reasons.
It encompasses all aspects of organizational efficiency while the old approaches concentrate only on personal behavioral and cultural issues. It gives the management accurate feedback about what is happening with the employees and this is turn would enable them to plan and strategize more accurately.

The end outputs of this kind of employee satisfaction survey are easy to decode and comprehend. Also, it requires minimum manual inputs/ expenses. Access, which is regulated through a username and password, is given to all members in the management. So, staff performance reports and agendas take only seconds to be put in place. Stable policies can be charted out more easily and uniformly implemented.

It also helps to empower the employees because they feel responsible for changes in company policies and viewpoints. This is a complete hands-on learning process for the management as well as the employees. They can learn things from each other and the entire organization would benefit from it.

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