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Employee Opinion Survey - Why, Why Not, When and How
90 Minutes
6 months
700529
Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
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Overview: Employee attitudes affect quality, productivity and service. Millions of dollars can be spent on improving the product, equipment or the operation and additional revenue can be allocated to marketing and public relations. However, if the attitudes of the employees are negative then the investments in these other areas will never produce their expected return. To quote Fred Smith, Founder & Chairman of FedEx - "Customer Service is Directly Related to Employee Satisfaction.
" Therefore, every organization should periodically measure the attitudes of their workforce to ensure that the satisfaction levels are high. There are various ways to determine employee satisfaction levels. Some companies examine turnover statistics, others talk to a few people, listen to squeaking wheels among the group. However, the best way to get a comprehensive, honest reading is by periodically conducting a confidential Employee Opinion Survey of all employees and management.
The reasons for not conducting an Employee Opinion Survey include such things as the following:
- Management is not interested in hearing from employees and therefore unlikely to address the issues that surface
- The survey in part is a "report card" on how well managers are performing. Good managers appreciate surveys because they want to know how they are doing and will use the information from the survey to improve. Poor managers do not want to know how they are doing and they don’t want anyone else in management to know
- Why conduct an Employee Opinion Survey? Why Not?
- When and How Should a Survey be conducted?
- What Does a Survey Report Look Like?
- Common Questions about Surveys
Who Will Benefit:
- Owners
- Presidents
- CEO's
- Human Resource Executive
Richard Reinhardt has been a management consultant for over thirty years and is Vice President of F&H Solutions Group LLC. He assists clients in achieving a more effective organizational structure and climate to ensure greater success. His clients are profit and non-profit organizations throughout the United States along with some work being performed internationally. He uses his management knowledge, experience and various management tools, such as the Employee Opinion Survey, to objectively assess the employee relations climate within the organizational. He was a primary developer of the Survey instrument and process.
He has been quoted on organizational and employee relations matters in various publications, including The Wall Street Journal, Forbes, and Business Week.
Richard earned his B.S. from the University of Tennessee and a Masters Degree from the University of Oklahoma. He performed graduate work beyond his Masters with a Ford Foundation grant, and taught at the university level prior to becoming a management consultant.
Before joining FordHarrison/F&H Solutions Group, he co-founded a management consulting firm that was named by Consultants News to be among the top 100 management consulting firms in the nation.
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