Why We Need to Make Job Satisfaction Surveys?
1. Responding to Individual Work Satisfaction Concerns
In a separate half-day “Taking Time To Talk” workshop, managers prepare to engage in one-on-one work satisfaction and effectiveness discussions with each of their direct reports. The session includes
A review and examination of the composite profile of the Working Relationship Inventory data
Techniques for discussing, approving, and supporting employee plans
Methods for declining employee plans when necessary
Over a three-week period following the workshop, managers and employees engage in one-on-one work satisfaction and effectiveness discussions and begin to implement agreed-upon plans.
2. Tracking Progress
Within two to three months following the workshop, employees complete a “post-discussion” rating update of their inventory to measure the overall effect of the improvement discussions. In addition, respondents Omega Seamaster Replica provide a description of the nature of their work satisfaction plan and progress attained.
They are also encouraged to offer recommendations regarding organizational improvement actions for enhancing work satisfaction at the division, branch, or unit level.
Aggregate data is then compiled and analyzed to measure the differences between” at-workshop” ratings compared with “post-discussion” ratings. As a result of the positive power of the work improvement discussions, invariably the findings consistently show increases in the “strongly agree” and “agree” ratings and decreases in “mildly disagree,” “disagree,” and “strongly disagree” ratings.
3. Management Follow-Through
Managers receive a written report and briefing of post-discussion findings. The report also includes respondent recommendations for enhancing work satisfaction at the division, branch, or unit level.
During the briefing, managers review and discuss the findings and prepare a follow-through plan for prioritizing and selecting employee recommendations for implementation acknowledging successes and areas that need additional attention communicating the findings to employees and soliciting their interest in serving on a recommendation implementation team encouraging managers and employees to continue to hold periodic work satisfaction and effectiveness discussions as a part on ongoing operations.
4. Final Results
Based on extensive applications and field research with many clients, it is abundantly clear that listening and constructively responding to employee ideas for expanded work satisfaction are among the most effective Omega Replica Watches and least expensive ways to advance organizational excellence, high performance, and improved morale.
At its core, job satisfaction is based on the relationship that employees have with their work, their manager, and their co-workers. It is critical that organizations
Avoid unrealistic expectations
Created by asking survey questions that are not actionable
Provide employees with opportunities to reinforce those aspects of their work satisfaction that are already positive and address any work satisfaction needs or concerns
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