How to do a good job of satisfaction survey, and what is the significance of doing employee satisfac

Employee satisfaction surveys can effectively diagnose the company's potential problems, understand the impact of the company's decision-making on employees, conduct a comprehensive review of the company's management, ensure the company's work efficiency and optimal economic benefits, and reduce and correct urgent problems such as low productivity, high attrition rate, and high turnover rate. Specifically, employee satisfaction surveys can play an important role in the following for enterprises:

Prevention and monitoring means: Through employee satisfaction surveys, employees' ideological dynamics and psychological needs can be captured, so as to take targeted response measures.

Tools for management diagnosis and improvement: to understand what aspects need to be improved within the enterprise, the effectiveness of enterprise change and the impact of reform on employees, and provide an important basis for enterprise human resource management decision-making.

A management method that widely listens to employees' opinions and stimulates employee participation: through employee satisfaction surveys, employees' opinions and requirements for improving enterprise operation and management can be collected, and at the same time, employees can be stimulated to participate in organizational changes and enhance employees' sense of identity and loyalty to the organization.

Scanner of enterprise management effectiveness: Employee satisfaction survey can provide data on enterprise management performance, monitor enterprise management effectiveness, and grasp the development dynamics of enterprise management.

1. Determine the subject of the investigation.

The subject of the survey is the areas that the company intends to improve in the short term.

The subject of the survey must be of high interest to or relevant to employees.

The subject of the survey should be an aspect that needs to be taken into account the opinions of employees.

2. Determine the method of investigation.

Online anonymous questionnaire and sampling interview.

3. Prepare a questionnaire.

The questions of the questionnaire should be centered around the theme of the survey.

In order to ensure the authenticity of the survey results, two or three questions can be used to ask questions from different angles.

The choice of questions should be reasonable, so that employees can choose from them, rather than not having to do anything about them.

If the gender or rank of the person participating in the survey will affect the results of the survey, the gender or rank information of the person will be collected in the question.

In addition to the questions to investigate employees' opinions, the questionnaire should also have questions to collect employees' suggestions; In addition to multiple-choice, multiple-choice, and true/false questions, there must also be open questions, so as not to miss the real ideas of employees in other questions.

4. For the implementation of the survey.

Before the investigation is carried out, it is necessary to communicate with the management departments.

For employees who want to participate in the questionnaire survey, they should do a good job of publicity before the survey, and clarify the form and time of the questionnaire survey.

Pay attention to the questionnaire setting of the online questionnaire to avoid repeated questions and answers.

Offline interviews are conducted with representative employees based on department, rank, gender, etc.

5. Analysis of survey results.

The questions of the questionnaire can be analyzed individually or cross-sectionally, depending on the purpose of the survey.

Topics around the same survey point are summarized to draw conclusions oriented to the survey topic.

The final analysis results should be combined with the data in the daily management process of the offline interview, such as the onboarding interview of new employees, the follow-up interview of old employees, and the reasons for employee turnover.

6. Feedback on the survey results.

Feedback to the company should include personnel participation, survey results and data, problem summaries and reasonable suggestions. If necessary, the results of the survey can also be organized according to the departmental structure.

Feedback to employees should be divided into three steps: first, after the survey, feedback the results of the survey with employees, and thank employees for their active participation and suggestions; second, the company's general solution direction for the problems reflected in the questionnaire survey; Third, after the problem is solved, the employees who put forward feasible suggestions will be publicly (anonymously) praised.

Employee feedback is a must, which is a very important step to ensure that employees participate in the survey and improve their sense of belonging to the company.