Monday, November 4, 2013

Tips for Surveying Staff Satisfaction - Part 1

October 7th marked the release of my sixth book entitled “Following the Leader – Executive Succession for Your Nonprofit” Please visit our website for to check out the Table of Contents and Sample Chapter.

Tips for Surveying Staff Satisfaction - Part 1  

This is the first of three blog posts covering a total of ten powerful tips for surveying employee engagement or satisfaction. The term “employee engagement” appears to be replacing “staff satisfaction” in much of the human resource literature. However, a leopard doesn't change its spots! Staff satisfaction surveys and employee engagement surveys usually cover the same turf. Employee satisfaction is the single most important factor that determines future employee retention. Satisfaction (or morale or engagement) is a measurable outcome of your management, administrative and supervisory practices and policies.
Conducting regular (annual is recommended) surveys of employee satisfaction is a recommended “best practice” in nonprofit organizations. When did your agency conduct its last survey? Is it time for another one?

Tip # 1 Ensure your survey reassures people of the anonymity and confidentiality of their responses. Supervisors and managers should not have access to and should never see individual’s survey responses. Hiring an external consultant or project staff will ensure confidentiality. Managers should see only the summarized responses for their department and the summary for the entire organization.

Tip # 2 Ask demographic questions first. These describe where the employee works, how long they have been employed, hours of work etc. It is essential that your survey ask respondents to identify the department, unit or division where work. This question should be mandatory. It is the only way for managers/supervisors to receive feedback for their specific workgroups.

Tip # 3 Group your survey questions around themes such as: compensation (wages, benefits, overtime worked etc.), professional development or training, communication, respect, teamwork, problem solving, performance management, working conditions and tools to do the job, supervisory/management support etc.

Contact Paula at [email protected] for more information on how we can help you with your next Employee Satisfaction Survey!

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