Employee survey
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An employee survey is an effective instrument for the procurement of data at all levels of management. The collected evaluations show the perception of customers, suppliers, competitors and coworkers. These evaluations can make corrections and imprvements in policies possible.
A detailed knowledge of customer opinions can convey an atmosphere of business partnership which is of great value and provides a substantial competitive advantage. The special sensitivity of this instrument requires professional conception and execution. Even small errors can lead to a substantial confidence loss by those surveyed. A confidence loss was disqualifiziert meant generally that the raised are more usable data hardly and the instrument of the questioning by the "collective memory" staff on long time.
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One coworker questioning is the qualitative data of to raise coworkers of an enterprise. It concerns it a sensitive personnel-economical instrument, which can be used to different objectives.
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[edit] The course of project of one coworker questioning
One can divide phases for the introduction of a coworker questioning roughly in 9 phases:
- phase 1 - objective and project organization (Kick off): objective, target group regulation, project organization definition of tuning and report ways
- phase 2 - conception : environment analysis, medium choice, kind and range of the questioning, communication concept, systematic development of a Fragenportfolios
- phase 3 - organization : logistics, project controlling.
- phase 4 - execution : questioning execution, Hotline, return (- ratio)
- phase 5 - evaluation : optically and contentwise high-quality evaluation, result analysis
- phase 6 - result presentation : target group oriented result representation, presentation of result meetings, execution of process-accompanying communication measures.
- phase 7 - Follow up process : initiation and company of organizational development processes on basis of the questioning results
- phase 8 - evaluation of the questioning : progress control of the questioning process as quality management instrument
- phase 9 - institutionalizing : regular, standardized repetition of the questioning process (feedback model) historical regarded the at that time progressive questionings of the collaboration were accomplished first according to the method "fever of measuring": asking - reading off - evaluating - end .
Nowadays a more or less complex discrete event type process is usually initiated, on which the emphasis of the project is. The questioning is then only more means for the purpose; their results are basis for often extensive improvement processes. Consistently converted and without wrong promises so a regularly accomplished coworker questioning can be established as instrument for the increase creation of value in the enterprise on all level. The staff feels seriously taken by the conversions of the discrete event type processes.
The enterprise profits several times: On the one hand by one expiration optimization and supplementing by the increased motivation the coworker. Besides has Personalcontrolling valide and current qualitative data, whose collection would be hardly representable over other methods.
[edit] employment agreement over the execution of coworker questionings
the contentwise questions of a coworker questioning are unterscheidlich in each enterprise and by an employment agreement with the work council are specified. In enterprises, which do not have a work council, the quality management often specifies the questions of a coworker questioning about the quality goals. Ebeno is regulated beside the questionnaire catalog the regular, usually annual execution of the coworker questioning - likewise so that the work council gets the results of each Fuerhungskraft just as mediated. Besides it is made certain that the coworker questioning is accomplished annonym, i.e. only in departments with more than 5 coworkers takes place.
[edit] Arrangement of the Questions
There are normally 30 to 80 questions so that workers can respond within 30 minutes to the questionnaire. There is a common range of questions. The 33 AUDI peat rising up of the 9 work areas EFQM is mostly contained in a coworker questioning. The nine question ranges read (with Unterfragen, see EFQM):
- How content are they with the guidance of their Leadership?
- How clear are the goals of their department?
- Are they satisfied with their personal training?
- How content are they with communication within their business - do they get all information they need to do their work?
- How much influence do they have on improving their work schedules?
- How strongly does their department pay attention to the satisfaction of their customers?
- How content are they with the increase of the coworker satisfaction?
- How content are they with the social commitment of their enterprise?
- How are the results, success and profit of the enterprise known to employees?
Further questions can follow, the nine core ranges of the EFQM concept are however in each coworker questioning technically to be considered.
