Tags |
|
|
Links |
|
|
Suggest You - Employee Communication Surveys: Seven Tips For Successful Design and Implementation
There is a process for successfully getting publicity about your business or organization. Publicity is no great mystery, just a thorough and strategic sales job. You are selling content to a publication or website who needs it to entice their readers. No publicist can guarantee a publication will print stories about your company because the publisher or editor ultimately controls the content of a publication. However, here is the method we recommend:Process outline:1. Know that publicity is really a sales job. Sure, there is some good strategy involved just like in sales. It’s about pitching your idea to get a publication to “buy” (print) your story or interview you as an expert in your field. This works best when you establish a relationship with the editor or publisher so they can trust the information yo
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the p
And and ButVicky Pollard is making the word “but” celebrated in comedy circles. Yeah, but, no, but yeah, but no….Surprisingly the word but has enormous powers as it draws your attention. Unfortunately we use the word “but” to draw someone’s attention to a negative.“The product will work here but the feature set isn’t quite appropriate.” “The benefits are numerous but my fee is ?x”The trick is to replace the word “but” with “and” to minimise the impact, or turn the sentence around so the word “but” illustrates the positive. For example:“The feature set isn’t quite appropriate but the product will work here.” “The benefits are numerous and my fee is ?x”Simple but extremely effective…beware of the word “but”BecauseLet's look at the power of 'because'. This is somet
So, your organization is suffering from poor communication practices. John complains that his boss never tells him anything. Sally is expected to come up with sales targets without being briefed on this year’s company strategy.
Where do you start in improving ineffective communication between people? A good first step in fixing communication problems in any organization is to survey employees. Even if there are no obvious problems, surveys can help get an organization to the next level of performance.
What are the benefits you would expect to see in conducting a communication survey and acting on the results? Well, you could experience some of the following:
*improved employee satisfaction
*lower turnover
*reduced absenteeism
*less political infighting
*greater levels of manager-worker trust
*reduced defect rates
*higher customer satisfaction
A well-run survey can give your organization these benefits. However, a poorly conducted survey can have the opposite effect. Surveys badly planned, rolled out and followed up can actually increase employee cynicism and resistance to change. It may also worsen employee turnover and absenteeism. And this impacts on customer satisfaction and your bottom line.
Communication Survey Tips
So, what do you need to consider before rolling out your survey? Here are seven useful tips to get you heading in the right direction.
Question types
Include in your survey questions requiring limited tick-the-box responses, such as Yes/No and Strongly Agree/Agree/Disagree/Strongly Disagree. Including these questions will allow you to perform quantitative analyses that you can use to compare results between different demographics and to use as a benchmark for future surveys.
However, just as importantly, allow provision for free form comments. Everything that people will want to say will not fit into your pre-packaged boxes. A good idea is to run Focus Groups with a random sample of survey respondents after the survey forms have been collected and analyzed. These discussion groups are invaluable in performing a sanity check on your results so far and in teasing out issues that have surfaced in the written survey.
Anonymity
Guarantee absolute anonymity for the people completing the survey and make this clear in the survey instructions. Some employees will either not complete the survey or give sanitized answers if they believe that their identity will be disclosed with their answers and comments.
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the pe
Many executive business management teams with to propel their product or service through the marketplace and their brand name through franchising. This makes sense for many reasons, although we must also consider that franchising is a highly over regulated industry. To top it off, it is not easy selling franchises. Why is that you ask?Well in franchising it is harder than hell to get someone to buy the first franchise, once you sell the first one it is much easier to show people that unit instead of a company owned unit and then they are much more interested. In my franchising company, which I founded, I gave away my first franchise and sold the second one on terms, I financed them and the third one for half price and made deals for the next 10 to get the darn thing going. Really that is the reality of Franchising
*improved employee satisfaction
*lower turnover
*reduced absenteeism
*less political infighting
*greater levels of manager-worker trust
*reduced defect rates
*higher customer satisfaction
A well-run survey can give your organization these benefits. However, a poorly conducted survey can have the opposite effect. Surveys badly planned, rolled out and followed up can actually increase employee cynicism and resistance to change. It may also worsen employee turnover and absenteeism. And this impacts on customer satisfaction and your bottom line.
Communication Survey Tips
So, what do you need to consider before rolling out your survey? Here are seven useful tips to get you heading in the right direction.
Question types
Include in your survey questions requiring limited tick-the-box responses, such as Yes/No and Strongly Agree/Agree/Disagree/Strongly Disagree. Including these questions will allow you to perform quantitative analyses that you can use to compare results between different demographics and to use as a benchmark for future surveys.
However, just as importantly, allow provision for free form comments. Everything that people will want to say will not fit into your pre-packaged boxes. A good idea is to run Focus Groups with a random sample of survey respondents after the survey forms have been collected and analyzed. These discussion groups are invaluable in performing a sanity check on your results so far and in teasing out issues that have surfaced in the written survey.
Anonymity
Guarantee absolute anonymity for the people completing the survey and make this clear in the survey instructions. Some employees will either not complete the survey or give sanitized answers if they believe that their identity will be disclosed with their answers and comments.
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the p
Picture a general addressing his nervous troops on the eve of a decisive battle. He implores them to fight fiercely for the honor of everything and everyone they hold dear. He stresses that the safety of their loved ones rests on how courageously they perform on the midnight battlefield. Then the general strides over to a second group of soldiers and orders them to conquer the enemy or die trying. The objective, he thunders, is to earn him that elusive fifth star and secure a heftier pension. It's a safe bet the first group of soldiers will hit the battlefield with a steely resolve to give their all. It's just as certain the second bunch would rather smash rocks in the hot sun than put their leader's objectives ahead of their own self-interest.The do-or-die spirit of an army unit is the essence of what an enlighten
Communication Survey Tips
So, what do you need to consider before rolling out your survey? Here are seven useful tips to get you heading in the right direction.
Question types
Include in your survey questions requiring limited tick-the-box responses, such as Yes/No and Strongly Agree/Agree/Disagree/Strongly Disagree. Including these questions will allow you to perform quantitative analyses that you can use to compare results between different demographics and to use as a benchmark for future surveys.
However, just as importantly, allow provision for free form comments. Everything that people will want to say will not fit into your pre-packaged boxes. A good idea is to run Focus Groups with a random sample of survey respondents after the survey forms have been collected and analyzed. These discussion groups are invaluable in performing a sanity check on your results so far and in teasing out issues that have surfaced in the written survey.
Anonymity
Guarantee absolute anonymity for the people completing the survey and make this clear in the survey instructions. Some employees will either not complete the survey or give sanitized answers if they believe that their identity will be disclosed with their answers and comments.
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the p
Procurement management can be defined as the independent monitoring or tracking of manufacturing processes to purchase order requirements. An implicit assumption of Economic Order Quantity (EOQ) analysis is that the purchase price per unit is constant. In an inflationary period, this assumption is not valid. If the rate of inflation is predictable the EOQ formula can be applied.The standard EOQ model assumes that materials can be procured instantaneously, and hence implies that the firm may place an order for replenishment when the inventory level drops to zero. In the real world, however, time is required for the procurement of materials, and hence the order level must be such that inventory at the time of ordering suffices to meet the needs of production during the procurement period.If the usage rate of m
Anonymity
Guarantee absolute anonymity for the people completing the survey and make this clear in the survey instructions. Some employees will either not complete the survey or give sanitized answers if they believe that their identity will be disclosed with their answers and comments.
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the p
Adequate finance is required to meet the various commitments arising out of business transactions. The financial requirements of business can be broadly classified into two categories, viz., short-term sources and long-term sources.Short-term finance is required to meet the working capital requirements of a business firm. These are the funds required for a period up to one year. The sources of short-term finance are trade credit and bank borrowings.Trade credit refers to the type of credit provided to customers by suppliers of goods in the normal course of business transactions. This is a kind of deferral payments on the part of buyer. It is the most popular type of credit among the traders. Small firms depend on this type of credit heavily as they find it difficult to obtain bank finance. Trade credit is us
Sample size
Should you survey the whole organization/department or a select group? Preferably, survey all employees as this gives everyone a sense of being listened to. If the organization/department is excessively large or budget is tight, draw a random sample from each of the demographic groups that you will be reporting on.
If your selection is not random, the survey results will not be representative and you will lose credibility with your client managers and employees. If a demographic group comprises 50 people or less, you will need to survey 100 percent of the people within that group.
Mode of delivery
If the people completing the survey are small in number and at the one location, then hardcopy distribution will not be a problem. As the number of respondents increase and the locations become more dispersed, give more consideration to the need for electronic distribution. Think about putting the survey on a local intranet or internet web server.
To make filling out the form easy for people, have it so that the form can be completed online. If this is not possible, either send the form by email or put it on an accessible server from which people can download it. If your survey respondents are not comfortable with technology, then be wary of online options and provide plenty of employee support if you decide to go down that road.
Inducements and Reminders
Survey participation rates are typically ten percent or less. You can dramatically improve on this completion rate by conducting some simple follow up. As you get closer to the survey cut-off date (of course, you will have publicized that date with your survey), send out an email reminder or have someone call the respondents personally. Advertising a prize to go to the first to complete the surveys will also increase the participation rate.
Distribute results
Once the results are in and analyzed, distribute your findings first to your client managers and then to employees. Withholding results from employees will only breed cynicism and distrust and make your next survey all that more difficult to get a satisfactory response rate.
Break down your results into meaningful groups, such as by department or by region. The reporting groupings need to be small enough that people can identify with the group enough for a meaningful action plan to be developed.
Be prepared for some kickback from defensive managers. Frank employee feedback is both confronting and jarring, especially for those managers not used to it. Use your best facilitation skills to deliver the key messages. If you are in a politically charged environment, use a professional facilitator to perform this sensitive task.
Follow up and Rewards
A survey conducted with no plan for action is not only a waste of resources but will leave employees asking why they bothered to feedback to managers how they felt. Work with each manager to construct an action plan that they agree with. Remember, it is the manager that will be implementing the plan, not you. Get back with each manager three or six months later to review how they are progressing with their plan and report the results to the organization. As you see communication practices improve across the organization, make sure that managers get rew
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.suggestyou.com/article/47297/suggestyou-Employee-Communication-Surveys-Seven-Tips-For-Successful-Design-and-Implementation.html">Employee Communication Surveys: Seven Tips For Successful Design and Implementation</a>
BB link (for phorums):
[url=http://www.suggestyou.com/article/47297/suggestyou-Employee-Communication-Surveys-Seven-Tips-For-Successful-Design-and-Implementation.html]Employee Communication Surveys: Seven Tips For Successful Design and Implementation[/url]
Related Articles:
Hiring For Your Craft Show Business
Banks Slogans are Not Bank Brands
Bookmark it:
|