If you’re in the employee market, I’m sure you’ve heard of employee satisfaction surveys. The Human Resources team at GCS Malta outline all you need to know about employee satisfaction surveys in the following.  

What are employee satisfaction surveys? 

Employee Satisfaction Surveys are a powerful tool that Human Resources Departments use to assess and understand the employees’ level of satisfaction. Given the rise of the PERMA Model at work, employers recognise the importance of viewing the workplace from a holistic point of view. It is no longer the case where it is simply a place where employees come, work and leave. The workplace is now considered a “living organism”; a social hub where people connect. The global morale of the employees highly impacts it. It is a well-known fact that the happier and the more satisfied employees are at work, the higher the level of production and the higher the quality of the work. The company must assess your employees’ overall satisfaction and morale, and this is where the Employee Satisfaction Surveys come in.  

How often should Employee Satisfaction Surveys be conducted? 

Research has shown that the more frequently these surveys are conducted, the higher the level of satisfaction. However, employers must keep in mind that conducting surveys way too frequently can be counterproductive. If very little time is allowed between one survey and the other, there would be no time to implement change or act on negative feedback. On average, after questions for an online survey are finalised, the process would require at least ten weeks to complete. 

 First, you need to allow two weeks of pre-survey communication with employees. Employees must be made aware of this survey and what is its intent. It is also imperative for employers to remind employees that they are committed to listening to their feedback and willing to act on it. 

Secondly, participants should be given at least three weeks to fill in the survey. Setting a tight deadline for such a task will only produce hasty results. Moreover, pressuring employees into answering such a survey in a limited amount of time will only create negative sentiments, reducing satisfaction.  

The next step is going to take between one and two weeks. It includes result analysis, making key recommendations and report generating for managers and departments. Result analysis could be conducted by an external analyst or a survey provider. 

Finally, the last step would take an average of two to three weeks to finalise. It includes action planning and communicating to the employees the main themes that surfaced during the survey. In addition, employees need to know the general sentiments of the whole team and reassure them that the negative feedback will be considered and tackled. It is also a good idea to set up a meeting with the employees and present the company’s plan to improve satisfaction levels. 

However, it is essential to note that the above model is not a one size fits all. Some organisations might benefit more from annual surveys, while others thrive on continuous feedback. There is also the option to conduct surveys every other year. It all boils down to the company’s specific needs. The most important thing is that these surveys are conducted consistently and anonymously. 

Watch this space for further helpful information on employee satisfaction surveys. 

Why GCS Malta? 

Our Human Resource services can aid your business with ensuring your workforce are happy whilst maintaining the business’ best interest. Follow this link for more information.  

Article written by Christabelle Borg