Employee Surveys

employee surveysWhen you know your people, you know your organisation and that means you can make informed decisions – decisions that are based on relevant and current data.

Businesses usually understand their markets, their customers, their profitability but sometimes they do not understand their employees.  Adding employees’ perspectives into the ‘success equation’ provides a powerful driver to achieve and maintain a flourishing organisation.   Also adding robust data regarding appropriate salary and compensation packages safeguards the organisation’s profitability.

And in these difficult times, quality information is critical to sustain the changes that are often required to steer a company through the choppy waters of trading.

At organic hr we undertake surveys that provide employers with current, accurate, relevant data in understandable reports and presentations (if required) explaining the information.  This allows you to:

  • see how your company is functioning from many perspectives, internally as well as externally
  • recognise your organisation’s strengths and weaknesses in key areas
  • identify benchmarks and gain a better understanding of how your business compares to other organisations
  • use this feedback to improve performance
  • monitor your data over time to see whether changes made have had the desired effect

 Why use organic hr?

Our experience is that response rates are higher and respondents are more candid when you use a third party for data collection.

Types of surveys

Here are two types of the most common types of surveys we are asked to undertake . . .

Engagement surveys

‘Organisations deserve the employees they have’ – Discuss!

Seeking to understand and communicate with employees pays dividends at any time, especially so when recession looms.  Time and again, experience shows that a truly engaged employee generates, maintains and increases profitability.

Employees can be broadly grouped into four types:

  1. Unhappy employee – someone who is dissatisfied and disengaged from their organisation; these people are unproductive, often disaffecting those around them and they take up a great deal of management time; they will stay with the company only until they find something else, which in difficult economic times may be a long time
  2. Satisfied employee – someone who is generally content with pay, benefits, management, working conditions, but is passive, doing nothing over and above the minimum required, resigning when something better comes along
  3. Committed employee – someone who does not think about leaving the company but is reactive, usually responding to situations only when told to
  4. Engaged employee – someone who proactively champions and promotes their organisation at every opportunity, feeling a strong connection with their company and seeking better ways to do things

Undertaking employee surveys gives you the information that helps you decide how to make changes in the most effective way, bringing more of your staff into the ‘Engaged Employee’ category.

Salary benchmarking

It’s obvious that under-paying staff poses serious risks to an organisation, that of losing key people and critical skills to a better-paying employer.  Conversely, over-paying staff does not ensure they are engaged and raises costs without necessarily delivering improved output.

organic hr has helped organisations determine what their salary/compensation structure might effectively look like – always remembering that benefits and work-life balance ‘extras’ go a long way towards attracting and keeping talent.