Employee survey is a tool to increase the satisfaction and involvement of employees. About 65 percent of all organisations in the Netherlands are working on periodic employee research. But what is behind such a Staff Research? And what is the added value of this? This article therefore explains what Staff Research And how this instrument has developed over the past decades.
Definition of employees Research
Collaborators research is a means of involving employees in the organization's operations (Burke & Cooper, 2006). The research is usually held and applied annually via a digital questionnaire. The contents of the Staff Research Depending on the organisation and/or the research firm, can vary greatly. The thought is that the output of employees increases when they are more valued. Employee survey is often part of personnel management that supports this rationale.
The video below explains how Staff Research Can be put in to bind talent and performers to the organization.
In the years 70, the measurement of satisfaction was initiated by organisations such as IBM. The first focus was to identify problems within the organization and leadership. From the ' 80, more focus was on the contribution of the employees, after which in the 21st century involvement of employees. The idea is that involvement Employees lead to a better competitive position. It appears, for example, that low-commitment organisations 50% less to shareholders than companies that show higher involvement.
Nevertheless, measuring employee satisfaction To date still of added value. The satisfaction of the Organization is more important than the exact function that the employee performs. This reasoning seems very logical as measuring "organizational satisfaction" says a lot more about the context in which someone works daily. The employee is a social animal who wants to be part of a larger whole and want to be of added value. With high organisational satisfaction it is logical that employees are also more involved and the reverse.
"Employee survey Remains only a link in achieving the best and most competitive organization. Ultimately, leaders are needed to achieve real improvement actions.
Application and future
As a result, it is important to take a critical look at what should be "measured" and look much more closely at the purpose of the staff research. It is interesting to implement benchmarks, to show which departments are performing well but more importantly creating involvement by relevance. Snaps where there is less engagement ensures a confirmation but even better is to understand what type of employee involved and understand why this is the case. This is where HR Analytics, the measurable and predictable creation of personnel management, will be of added value.
Employee survey In this way, staff management only remains an important link in achieving the best organisation. It is a tool that can be used to promote feedback. The then translating feedback to concrete actions requires leadership from all concerned. On organizational, team and individual levels.
Burke, R. J., & Cooper, C. L. (Eds.) (2006). The Human Resources Revolution: Why putting people first matters. Bingley, UK: Emerald Group Publishing Limited.
15 November 2015