You want to know how to Staff Research the best way to go about it. Maybe you want to do it yourself or Outsource. In any case, it is important to take a critical look at the approach. The impact of the Staff Research This is because the results can be larger than expected and you must therefore be prepared to translate the results into actions that matter. Only in this way will you get the most out of the results and will employees see the value of the research.
It is therefore important that the research is done properly. That is why this checklist helps to step-by-step guide the efficiency of the research in each research phase. Staff Research improve!
1. The purpose of the Staff Research is clearly formulated. This provides a basis for informing stakeholders about what the study will achieve.
2. To make the Research For the research to be successful, it is important that all stakeholders are involved. It can therefore be useful, for example, to involve a works council strongly in the formulation of the objective(s).
3. The Method is in line with the formulated objectives. If, for example, it is important to collect concrete points of improvement within a specific discipline, it makes sense to place more emphasis on collecting qualitative information.
4. The content of the Research Connect to the dilemmas currently facing the organisation. It may be useful to focus on one specific dilemma only.
5. The moment of deposition, or timing, is realistic and guarantees both a high response rate and the attainment of the objectives.
6. When the timing is determined it may be meaningful to announce the examination beforehand. This will benefit the response rate.
7. The questionnaire is as far as possible Disabled. It has been thought about both internal and external validity.
8. The Research corresponds to other organisational expressions in terms of spoken language and appearance. Therefore, it makes sense to involve the communication department at least in the final version.
1. To realise improvements, it is important that the entire organisation is involved in the improvement process. A good starting point is that everyone is aware of the Negative results which will be worked on.
2. Stakeholders are grouped into focus groups who are going to work on the theme that will be worked on. In these groups, employees are preferably all layers in the organization.
3. The focus groups will get all the necessary resources needed to achieve the actual improvement.
4. The results from the focus groups are evaluated periodically and communicated within the organisation. A clear objective and planning is drawn up.
5. In the event of a subsequent Measurement It looks at the extent to which the improvement has been realised. This is a good indicator that makes the dialogue with the employee even more meaningful.
1. The invitation is personal and addressed to the respondent. The invitation shall in any event disclose the objectives, content and follow-up actions. Preferably comes the invitation of a specific person.
2. It is clear to what extent the Questionnaire is secure and anonymous. This must also be in relation to the organisation's objectives.
3. At the time of decommissioning, it is important that all employees are invited at once. As a result, there is no ambiguity about the objective of the research.
4. After turning off the Questionnaire Every effort is made to support employees. Therefore, it is clear who the contact person is when there are questions or problems.
5. The first days the results are closely monitored. Are there type of departments that remain in response? Is The estimated rounding time ultimately realistic? etc.
1. When drafting the report, it is important that the agreed objectives are central.
2. The reporting is clear and accessible. It is easy to commit and take advice.
3. Compared to the results, the Reliable benchmark Data used. These are not used as guidelines, but as additional measurement values.
4. Employees will receive the most important results at the latest one week after completion. The follow-up steps are also explained.
5. The reporting provides sufficient depth. Think of divisions, age groups, type of employment, etc.
Employee survey is one of the Instruments that can contribute to the success of the organisation. It is a powerful tool with a lot of potential that depends on planning, execution, communication and final follow-up. In order to run through these parts properly, many people involved will have to make time for the Research. Timing is therefore at least as important as the question "Do yourself or outsource?".
Are there any items missing from the checklist? Please let us know below or take Contact with us.
19 November 2015