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Digg it UP - I Can't Get No Employee Satisfaction
A medical career is often the most admired career of the world. A medical career is humanitarian, noble and is undoubtedly holds a very bright future for those who are after it. In terms of money, this field is one of the most promising of all.But in order to get into the medical arena, one has to have the patience to spend several years in medical school learning human anatomy and biology, and then more time working in hospitals, nursing homes and so on.There are a number of fields where one can specialize: Master of Healthcare Administration, RN to BS in Nursing, BS in Health Administration, Doctor of Health Administration, MS in Nursing / MBA / Health Care Management, Healthcare Management, Medical Office Billing and Coding Specialist, Patient Care Technician, Pharmacy Technician, Medical Assisting, and M
Online employee satisfaction surveys have the ability to get to the heart of an organisation, confirm not only that the engine room is working but that there is sufficient coal in the bunker.
The benefits that online surveys bring are considerable, not only are the real issues identified, but employees feel that their voices are being heard and that their views, right or wrong, have a forum.
Online surveys won't in themselves resolve a problem but they will give senior management the opportunity to address the problems and concerns of their employees, at least if people then leave the organisation they will be doing it for the right and not wrong reasons.
The grass will always appear greener on the other side but the underlying reasons for good people leaving an organisation are rarely purely monetary (although it is often cited as the reason) and more often to do with one or more of the following:-
the workplace environment;
a lack of fulfilment;
limited training and feedback;
la
The interesting role of a Human Resources (HR) Manager ranges from interviewing prospective candidates, to providing the best possible environment for task efficiency at a minimal cost to the company.Those who are interested in becoming a Human Resources Manager, or beginning their career in this field, must possess Master’s degree in the area. They must acquire the skills of short listing candidates for various job positions and interviewing candidates to find out how far they are suitable to perform the tasks in the company and many others. Once a new employee enters the company, they should be made to integrate their work so as to become a part of the well-organized work culture of the company. This is important as the new employees often bring their old habits or work ethics into the new office, which may be at
That new guy that started last week, who no one bothered to introduce, has been given a job that he has no idea how to do; why didn't they just ask me? I could have told them that a new set of drawings have been issued so even if he did know what he was doing the drawings he is using are obsolete anyway. Sometimes I don't know why I bother turning up.
I went for a drink with some of the guys last night after work. No one is happy and Sally from Accounts says that she has just about had enough and is thinking of asking for a rise and if they don't give it to her she is going to quit.
The management here just don't have a clue, we are haemorrhaging money through our inefficiencies and they think that sending out memo's telling us that they are introducing new procedures for claiming expenses is going to make a difference – whoopee do.
I think I'll ask for a pay rise, if Sally from Accounts can get one I can.
And so it goes on.
These are the sort of thoughts that start to play on the minds of individuals when a company loses touch with their employees; the broken chair, the lack of appreciation, the blaming of 'management', even questioning the futility of what they are doing. Minor problems fester and a cynical and destructive mindset develops. Can you be sure that it isn't going on right now in your organisation?
Social events outside the office become nothing more than a forum for complaints and negativity grows among people who feel powerless to effect change. Dissatisfaction will often synthesise into a demand for an increase in remuneration, as though like a cheap fix more money will momentarily lessen the pain.
Left by management, undiscovered and unaware, the concern's of this employee will inevitable find solace with their colleagues own individual concerns, where the only common demand will be for an increase in remuneration, more paid holidays and a reduction in working hours, all of which will not fix the broken chair, ensure that new personnel are in future properly introduced, trained and managed nor help management identify areas of inefficiency.
Organisations have a habit of compartmentalising people, either physically through offices, cubicles and workstations but also in terms of responsibility. With effective and strong management to support this structure it can be productive, but as an organisation grows, and weak or inappropriate management infiltrates the management chain, it is inevitable that cracks will begin to appear.
From the top down all can appear rosy in the corporate garden as the weak and inappropriate manager reports that all is well in the engine room, oblivious to the fact that their coal stocks might be dwindling.
Experience shows us that relying on a limited number of indicators gives a skewed perspective just like a person with only one eye has difficulty judging distance. Good management will therefore establish procedures that sample the mood throughout the organisation from different perspectives providing a rounded picture.
The benefits of establishing good, frequent and extensive communication channels are both direct and indirect.
A senior management team that is known to have their ear to the ground will command great respect and will keep middle managers from becoming complacent knowing that they can no longer dismiss the senior managers searching "How is everything going?" question with a glib "Fine"; In my book if someone says "fine" you have to ask if they really know what is going on.
Most principals of organisation will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online surveys they can achieve the same benefits.
Online surveys are the perfect mechanism for establishing effective employer/employee communications. Using a survey hosting service like www.surveygalaxy.com they can now be created and published with ease and speed.
Using the internet and intranet surveys can be deployed in seconds, easily completed by employees and results can be displayed in real time allowing 'problems' and common themes of dissatisfaction to be identified early.
Online employee satisfaction surveys have the ability to get to the heart of an organisation, confirm not only that the engine room is working but that there is sufficient coal in the bunker.
The benefits that online surveys bring are considerable, not only are the real issues identified, but employees feel that their voices are being heard and that their views, right or wrong, have a forum.
Online surveys won't in themselves resolve a problem but they will give senior management the opportunity to address the problems and concerns of their employees, at least if people then leave the organisation they will be doing it for the right and not wrong reasons.
The grass will always appear greener on the other side but the underlying reasons for good people leaving an organisation are rarely purely monetary (although it is often cited as the reason) and more often to do with one or more of the following:-
the workplace environment;
a lack of fulfilment;
limited training and feedback;
la
When I was a kid, we used to play a game of stealth around the schoolyard. We called it, “Ditch.”Sometimes, we played in teams, and sometimes, as individual players. It was really hide-and-seek, but a “special forces” version. We tried to find the most obscure holes in which to hide, or the highest perches in trees, and on occasion, we even scaled Spanish tile rooftops, and hid behind chimneys.Anyway, we’d sneak up on each other, and say, gotcha, or you’re dead, or some other delightful thing. There was always a temptation to shout it out, because victory is exhilarating, but if we did, we’d give away our own locations.So, we muffled our giggles, and stifled our shouts.And this is exactly what we should do when we’re achieving a breakthrough in business.I’ve had my share, and I’ve found
And so it goes on.
These are the sort of thoughts that start to play on the minds of individuals when a company loses touch with their employees; the broken chair, the lack of appreciation, the blaming of 'management', even questioning the futility of what they are doing. Minor problems fester and a cynical and destructive mindset develops. Can you be sure that it isn't going on right now in your organisation?
Social events outside the office become nothing more than a forum for complaints and negativity grows among people who feel powerless to effect change. Dissatisfaction will often synthesise into a demand for an increase in remuneration, as though like a cheap fix more money will momentarily lessen the pain.
Left by management, undiscovered and unaware, the concern's of this employee will inevitable find solace with their colleagues own individual concerns, where the only common demand will be for an increase in remuneration, more paid holidays and a reduction in working hours, all of which will not fix the broken chair, ensure that new personnel are in future properly introduced, trained and managed nor help management identify areas of inefficiency.
Organisations have a habit of compartmentalising people, either physically through offices, cubicles and workstations but also in terms of responsibility. With effective and strong management to support this structure it can be productive, but as an organisation grows, and weak or inappropriate management infiltrates the management chain, it is inevitable that cracks will begin to appear.
From the top down all can appear rosy in the corporate garden as the weak and inappropriate manager reports that all is well in the engine room, oblivious to the fact that their coal stocks might be dwindling.
Experience shows us that relying on a limited number of indicators gives a skewed perspective just like a person with only one eye has difficulty judging distance. Good management will therefore establish procedures that sample the mood throughout the organisation from different perspectives providing a rounded picture.
The benefits of establishing good, frequent and extensive communication channels are both direct and indirect.
A senior management team that is known to have their ear to the ground will command great respect and will keep middle managers from becoming complacent knowing that they can no longer dismiss the senior managers searching "How is everything going?" question with a glib "Fine"; In my book if someone says "fine" you have to ask if they really know what is going on.
Most principals of organisation will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online surveys they can achieve the same benefits.
Online surveys are the perfect mechanism for establishing effective employer/employee communications. Using a survey hosting service like www.surveygalaxy.com they can now be created and published with ease and speed.
Using the internet and intranet surveys can be deployed in seconds, easily completed by employees and results can be displayed in real time allowing 'problems' and common themes of dissatisfaction to be identified early.
Online employee satisfaction surveys have the ability to get to the heart of an organisation, confirm not only that the engine room is working but that there is sufficient coal in the bunker.
The benefits that online surveys bring are considerable, not only are the real issues identified, but employees feel that their voices are being heard and that their views, right or wrong, have a forum.
Online surveys won't in themselves resolve a problem but they will give senior management the opportunity to address the problems and concerns of their employees, at least if people then leave the organisation they will be doing it for the right and not wrong reasons.
The grass will always appear greener on the other side but the underlying reasons for good people leaving an organisation are rarely purely monetary (although it is often cited as the reason) and more often to do with one or more of the following:-
the workplace environment;
a lack of fulfilment;
limited training and feedback;
la
AssetsAn asset may be defined as anything of use to future operations of the enterprise and belonging to the enterprise. For example, building, land, machinery, cash, debtors (amount due from customers) goodwill etc.EquityIn broad sense the term equity refers to total claims against the enterprise. It is further divided into two categories:(1) Owners claim-capital and (2) Outsiders' claim-liability (3) Liability: Amounts owed by the enterprise to the outsiders i.e. to all others except the owner. For example, trade creditors, bank overdraft etc. (4) Capital: The excess of assets over liabilities of the enterprise. It is the difference between the total assets and the total liabilities of the enterprise. For example, if on a particular date the assets of the business amount to $ 1,00,000 and lia
Organisations have a habit of compartmentalising people, either physically through offices, cubicles and workstations but also in terms of responsibility. With effective and strong management to support this structure it can be productive, but as an organisation grows, and weak or inappropriate management infiltrates the management chain, it is inevitable that cracks will begin to appear.
From the top down all can appear rosy in the corporate garden as the weak and inappropriate manager reports that all is well in the engine room, oblivious to the fact that their coal stocks might be dwindling.
Experience shows us that relying on a limited number of indicators gives a skewed perspective just like a person with only one eye has difficulty judging distance. Good management will therefore establish procedures that sample the mood throughout the organisation from different perspectives providing a rounded picture.
The benefits of establishing good, frequent and extensive communication channels are both direct and indirect.
A senior management team that is known to have their ear to the ground will command great respect and will keep middle managers from becoming complacent knowing that they can no longer dismiss the senior managers searching "How is everything going?" question with a glib "Fine"; In my book if someone says "fine" you have to ask if they really know what is going on.
Most principals of organisation will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online surveys they can achieve the same benefits.
Online surveys are the perfect mechanism for establishing effective employer/employee communications. Using a survey hosting service like www.surveygalaxy.com they can now be created and published with ease and speed.
Using the internet and intranet surveys can be deployed in seconds, easily completed by employees and results can be displayed in real time allowing 'problems' and common themes of dissatisfaction to be identified early.
Online employee satisfaction surveys have the ability to get to the heart of an organisation, confirm not only that the engine room is working but that there is sufficient coal in the bunker.
The benefits that online surveys bring are considerable, not only are the real issues identified, but employees feel that their voices are being heard and that their views, right or wrong, have a forum.
Online surveys won't in themselves resolve a problem but they will give senior management the opportunity to address the problems and concerns of their employees, at least if people then leave the organisation they will be doing it for the right and not wrong reasons.
The grass will always appear greener on the other side but the underlying reasons for good people leaving an organisation are rarely purely monetary (although it is often cited as the reason) and more often to do with one or more of the following:-
the workplace environment;
a lack of fulfilment;
limited training and feedback;
la
Nobody notices normal. I learned that early in life when I discovered my secret calling to be a class clown. I quickly learned that the key to being funny is in saying what people don’t expect you to say - taking assumptions and shattering them. It’s not about fitting in. It’s about getting noticed. When you are different people remember you. It’s something that has been proven true throughout my years as a writer, storyteller, comedian, and professional speaker. Look around you at the different industries to examples of what I’m talking about. Musicians who succeed are those who have a different sound. Comedians who have a unique perspective on life. Speakers with a different concept. Reality TV. Commercials with talking lizards. I rest my case.While I like to think that I am talented and full of wit, I’m afraid i
The benefits of establishing good, frequent and extensive communication channels are both direct and indirect.
A senior management team that is known to have their ear to the ground will command great respect and will keep middle managers from becoming complacent knowing that they can no longer dismiss the senior managers searching "How is everything going?" question with a glib "Fine"; In my book if someone says "fine" you have to ask if they really know what is going on.
Most principals of organisation will not have the luxury of spending time walking the floor and discussing the issues of individuals but through online surveys they can achieve the same benefits.
Online surveys are the perfect mechanism for establishing effective employer/employee communications. Using a survey hosting service like www.surveygalaxy.com they can now be created and published with ease and speed.
Using the internet and intranet surveys can be deployed in seconds, easily completed by employees and results can be displayed in real time allowing 'problems' and common themes of dissatisfaction to be identified early.
Online employee satisfaction surveys have the ability to get to the heart of an organisation, confirm not only that the engine room is working but that there is sufficient coal in the bunker.
The benefits that online surveys bring are considerable, not only are the real issues identified, but employees feel that their voices are being heard and that their views, right or wrong, have a forum.
Online surveys won't in themselves resolve a problem but they will give senior management the opportunity to address the problems and concerns of their employees, at least if people then leave the organisation they will be doing it for the right and not wrong reasons.
The grass will always appear greener on the other side but the underlying reasons for good people leaving an organisation are rarely purely monetary (although it is often cited as the reason) and more often to do with one or more of the following:-
the workplace environment;
a lack of fulfilment;
limited training and feedback;
la
Working in Corporate America is a good way to make a living and get a paycheck and yet perhaps you have been considering starting a company of your own? Have you been considering starting a business of your own and you just hate waiting in line at the car wash? Do you think you could do better? Perhaps you could and maybe there is some additional opportunity in the market where you live to start a car wash?Lets look at a case study; Starting a Car Wash Business in Richmond, Virginia. Richmond, VA is a decent car wash market, although some areas of the city are over saturated with other car washes already in place. First you will need to determine a location if you are thinking of starting a car wash business; Have you picked out a location or side of town you are thinking of there?Perhaps you will need some
Online employee satisfaction surveys have the ability to get to the heart of an organisation, confirm not only that the engine room is working but that there is sufficient coal in the bunker.
The benefits that online surveys bring are considerable, not only are the real issues identified, but employees feel that their voices are being heard and that their views, right or wrong, have a forum.
Online surveys won't in themselves resolve a problem but they will give senior management the opportunity to address the problems and concerns of their employees, at least if people then leave the organisation they will be doing it for the right and not wrong reasons.
The grass will always appear greener on the other side but the underlying reasons for good people leaving an organisation are rarely purely monetary (although it is often cited as the reason) and more often to do with one or more of the following:-
the workplace environment;
a lack of fulfilment;
limited training and feedback;
lack of career growth;
over work;
lack of trust and respect with their senior managers.
A well planned employer/employee communications programme that can identify the individual and common concerns of employees will give senior management the opportunity to address root problems and not just the symptoms of employee dissatisfaction, allowing them to demonstrate to their employees that they are not viewed simply as interchangeable parts that can be used for any job at hand.
Employee surveys need to be customised so they are relevant for each individual organisation. I invite you to put yourself in the place of an employee and complete the short Sample Employee Satisfaction Survey so you will get a flavour for what is possible;
Sample Employee Satisfaction Survey
Now view the summary results of the survey and think of the benefits to management being able to measure the level of employee satisfaction.
Online Summary Results of Sample Employee Satisfaction Survey
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