Employees and stakeholders are the most important and influential groups in any company. Maximising employee and customer satisfaction, partnering with suppliers for mutual gain, and being accountable for actions to society in general are as important as making a profit.
By addressing stakeholder expectations, any business can create shareholder value and link employee satisfaction to business results. Content employees are more likely to be committed to creating customer satisfaction. Carrying out research into employee attitudes and views in order to identify ways of building employee satisfaction is an important tool to manage your overall business and culture.
Many measures purport that employee satisfaction is a factor in motivation, goal achievement, and positive morale in the workplace. It is often measured by anonymous surveys that are administered periodically to gauge employee satisfaction.
A satisfaction survey is a series of questions that employees answer to inform the employer about how they feel about or how they experience their work environment and culture.
With carefully chosen questions, an employer can get the feel for the happiness, satisfaction, and engagement of an employee, and when a survey is used at specific intervals, such as annually, an employer can track employee satisfaction over time to see if it is improving.
Any employer who chooses to use a satisfaction survey with employees must be committed to the process, as employees will be looking to see what changes will be made as a result of their input. Employers should be committed to:
- Reporting the results to their employees.
- Being open to making changes to the work environment, with the help and involvement of employees and teams of employees.
- Communicating transparently about the changes, their impact, and future plans are all part of a positive satisfaction survey process.
Performance management and KPIs:
In the workplace there is constant pressure to achieve performance targets, to reach higher performance levels, and to ensure that people's work supports and furthers the organisation's goals.
"How well is an employee applying his or her current skills, and to what extent is he or she achieving the outcomes desired?"
This is the key question asked in Performance Management. The answer has traditionally been found in the performance evaluation process, where managers look for hard data to tell how well an employee has performed his or her duties.
What is often missing from this evaluation, however, is making sure that the employee’s work is accelerating the organisation’s goals. After all, you may have a very hard-working and dedicated team member, but if he or she is not working on things that advance the organisation's purpose, there is little point.
This is where Key Performance Indicators come into play, applied both at an organisational and individual level. At an organisational level, a Key Performance Indicator (KPI) is a quantifiable metric that reflects how well an organisation is achieving its stated goals and objectives.