In this article you will find out…
- The purpose of employee surveys
- How you engage and involve the employees in the improvement work
Quicksearch has been conducting relationship surveys for over 20 years and are experts in statistics, survey methodology and analysis.
In my work as a project manager/consultant, I meet many different groups and constellations, where part of my job is to support these groups with the post-work of an employee survey. No two groups are the same and that is exactly what makes my job so exciting. Sometimes the groups pull in the same direction, but just as often the opinions and perceptions diverge wildly. What is most important, however, is that the employees participate and that they want to be involved and influence the work environment in which they work and live.
Through our employee surveys we want to help our customers create commitment among employees and involve them in the improvement work - where the aim is to make something really happen. It is not only management and managers who must work with the results of an employee survey, but the responsibility lies with all employees.
We usually talk about collaboration when we describe our method and according to Stefan Tengblad (who has researched and written several books on the subject) the philosophy of participation is, among other things, about the employees' participation, commitment and responsibility, as well as the opportunity to influence and take initiative. According to Tengblad, dialogue is the most important tool in every development process and this is something that we focus on at our workshops. A good dialogue is characterized by the fact that the employees openly state what they think, that they listen to each other and that a common understanding of what is discussed develops. It is also about creating a shared responsibility in the group, in this case for the work environment, which cannot or should not be taken by anyone other than those who belong to the group. The responsibility for creating as good a working environment as possible lies with all employees.
Some customers work on the post-work of an employee survey themselves, while others prefer that we, as an external party, help carry out workshops. It can be an advantage to get an "outside perspective" and a person who is not colored by history, the relationships in the group and who has different "glasses" than the employees. We can be there as support and a sounding board during the workshop, but in the end it is only the individual employees who know how they perceive their work environment and who can also come up with concrete tips and measures on how it can be even better for themselves as well as for the whole the group.
By having the employees work together in suitably large groups with the results as a basis and with a clear model for how this should be done, we see time and again great progress being made when it comes to improving the work environment. I myself have experienced small miracles when groups that had major cooperation problems with little support were able to take big steps towards improving the working climate by actually daring to talk about what could be difficult.
Contact Us then we will tell you more about how we work with workshops and how we can help you with the post-work of an employee survey.
