Hi friends, this is Ratna. As I am busy collecting information about my project work nowadays, I am just viewing the site but not actively participating.
Once again, I wholeheartedly congratulate the site's HR members for replying to queries regardless of their valuable time.
I have one more request. How can I measure employee satisfaction? I would like some details regarding this or website IDs. I am eagerly awaiting the same.
From India, Hyderabad
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Once again, I wholeheartedly congratulate the site's HR members for replying to queries regardless of their valuable time.
I have one more request. How can I measure employee satisfaction? I would like some details regarding this or website IDs. I am eagerly awaiting the same.
From India, Hyderabad
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I agree with Vicki. I would just like to add the management operations review as another way of getting to the level of satisfaction of the employees. Moreover, town hall meetings also give a fair indication of the areas of concern for the employees and encourage open communication.
Alia Zafar
From Pakistan, Islamabad
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Alia Zafar
From Pakistan, Islamabad
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Viki is right. Moreover, the overall production may also help in determining the satisfaction of employees. High productivity, efficiency, and effectiveness show that the employees are performing well due to various reasons which satisfy them in the job they perform, while low productivity shows the opposite.
Cheers,
Ashra
From Sri Lanka
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4Cheers,
Ashra
From Sri Lanka
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Dear Ashara,
I would beg to differ. I think a lot of the productivity or high performance relating to production or any other industry is related to the market dynamics, economic situation, and line strategy for the business. The strategy may work well even when most employees are still extremely dissatisfied with the culture and HR practices.
A case in point may be, for example, the banking institutions and telecom sector where there is immense growth in Pakistan. However, the institutions that are not developed in HR practices have a lot of frustration, and the level of satisfaction is very low.
Best,
Alia
From Pakistan, Islamabad
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I would beg to differ. I think a lot of the productivity or high performance relating to production or any other industry is related to the market dynamics, economic situation, and line strategy for the business. The strategy may work well even when most employees are still extremely dissatisfied with the culture and HR practices.
A case in point may be, for example, the banking institutions and telecom sector where there is immense growth in Pakistan. However, the institutions that are not developed in HR practices have a lot of frustration, and the level of satisfaction is very low.
Best,
Alia
From Pakistan, Islamabad
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Design an employee satisfaction survey using a range of satisfaction levels. For instance, the responses could range from very satisfied to not satisfied at all. Include questions about the work itself, supervisor, hours, environment, pay, benefits, co-workers, etc. Prepare at least 25 questions to gather substantial data.
Develop tools to measure productivity levels by analyzing job descriptions and required output. For jobs with specific targets like widgets produced per hour or errors per day, tracking is straightforward. Timeliness can be measured by the number of widgets produced per hour.
Schedule meetings with supervisors and managers to review both employee satisfaction and performance. Discuss any past performance appraisals highlighting attitude or behavioral issues. Review written records of productivity problems that require immediate attention. Recognize external factors impacting performance that may be beyond the employee's control.
Evaluate satisfaction and productivity metrics to generate improvement ideas. Employees may anticipate an action plan in response to survey feedback for enhancing the workplace. Neglecting to act on feedback could lead to low morale and distrust.
Wishing you success.
From Vietnam, Hanoi
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Develop tools to measure productivity levels by analyzing job descriptions and required output. For jobs with specific targets like widgets produced per hour or errors per day, tracking is straightforward. Timeliness can be measured by the number of widgets produced per hour.
Schedule meetings with supervisors and managers to review both employee satisfaction and performance. Discuss any past performance appraisals highlighting attitude or behavioral issues. Review written records of productivity problems that require immediate attention. Recognize external factors impacting performance that may be beyond the employee's control.
Evaluate satisfaction and productivity metrics to generate improvement ideas. Employees may anticipate an action plan in response to survey feedback for enhancing the workplace. Neglecting to act on feedback could lead to low morale and distrust.
Wishing you success.
From Vietnam, Hanoi
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Employee Satisfaction Survey[1].doc