Benefits of Employee surveys.

Employee surveys have many benefits. If done right, they can measure engagement across your business in a reliable and cost-effective way. They’re also very effective at improving communication amongst your employees and leaders.

Here are the elements to remember when designing your survey:

·         Specify  survey goals

·         Correctly-chosen questions

·         Properly phrased questions

·         Correct response scale

·         Questionnaire design

·         Questionnaire validity and reliability

·         Timely notification for employees and leaders

·         High levels of survey participation

·         Survey programming, hosting, and feedback collection

·         User support in case of issues/usability questions

·         Answer collection and analysis

Have a plan of action

It doesn’t make sense to run a survey if you don’t do anything with the results or ignore the key issues. In fact, when nothing comes out of a survey, employees stop trusting you and get disengaged–which defeats the purpose of having an employee survey!

Here are the steps you need to take to set the stage and develop an action plan:

·         Present the results to your employees and leaders

·         Don’t take it personally

·         Be objective. Don’t look for who said what or why they said it.

·         Develop action plans

·         Follow-up on recommendations

·         Make the changes

If you want to get value from an employee survey, you need to be prepared for negative feedback. You need to be willing to make the changes and

Soft skills and Management training

Soft skills are the personal traits each of us has. They, include our attitudes, habits and how we interact with other people. They are less tangible than technical skills.

You do not learn soft skills in a training program. You can, acquire them through educational, work and life experiences. Let’s say you are awful at managing your time but if you are in a class that requires you to complete various tasks. To complete these tasks on time you need to improve your time management skills in order to meet your deadlines. You can learn how to better manage your time by getting advice from superiors, colleagues or others.

Examples of Soft Skills

Communication Skills: People this skill have the ability to convey information to others either orally or in writing.

Interpersonal Skills: It  means that one has not only the ability to communicate with others, but is willing to listen to people without judging them, share ideas and help  when co-workers need help.

Problem Solving: This is the ability to identify a problem and then come up with possible solutions.

Active Listening Skills: This takes place when we make an effort to understand what others are saying, and ask questions that will help clarify the information.

Active Learning Skills: This is the ability to acquire knowledge and then apply it in their work life Time Management Skills: This is to know how to schedule tasks in order to complete projects according.

Team Player: This relates to being cooperative and willing to share responsibility with other team members.

Professionalism: Professionalism includes many things including showing up on time, being polite, being generally pleasant and helpful, dressing appropriately and taking responsibility for your own actions.

Why Do You Need Soft Skills?

Soft skills and management training help us do and manage our work 

Every single occupation demands that you have specific character traits, whether you're a doctor who needs to be an excellent communicator in order to convey information to patients, or a  a worker who must have good interpersonal skills so that he can get along with his co-workers.

Metrics are a system for measurement

·         HR Metrics

·         Metrics are a system for measurement

·         Some of the Metrics in HR are

·         Staffing ratio

·         Staff ratio

The ratio of the staff or workforce of a place to another group, for example to staff in another department, the ratio of patients to nurses in a hospital, or the ratio of pupils to teachers in a school

·         Time to fill

Time From the time you advertise your vacancy, how much time passes before the successful candidate starts on the job 

·         Cost per hire

You should consider the following factors when calculating the cost of hiring new employees:

Advertisements placed (if they are billed directly to you);

Setting up and maintaining social media accounts like Facebook and LinkedIn;

Time your hiring managers spend interviewing potential employees;

Recruiter fees; and Any accounting and administrative costs involved in setting up a new employee (eg contracts, pay accounts, health benefits etc)

·         Revenue per employee

Revenue per employee an important ratio that looks at a company's sales in relation to the number of  

 employees they have. It is calculated as  

Customer Service Survey

We conduct customer service survey based on the list of the names of your clients .In this survey there will be  several questions; some of these questions tackles skills issues such as how much knowledge the front line staff know about the nature of the service or the product .if it shows that little is known, then training is suggested. In the survey, there will be a question about how good the staff is in communicating with the customer, if a deficiency is there then we suggest to train the staff on the communication skills.

The survey will show us what the problem issues are and how long it takes to address them .Here we have to study the action process and how it can be speeded up.

Or what we can do is that every time the customer comes in contact with service staff we immediately survey the customer and get immediate feedback. This process takes longer time but it captures the immediate feedback of the customer.

We then compare the skill set with the customer feedback and that way we determine where the problem is and draw an action plan on how to address the issues that are coming out of the survey.

The other step which needs also to be done is to survey the staff themselves because for example some staff could be very skilled but they are demotivated, may be they have an issue with compensation or with work environment .Once we identify the demotivating factors we can address them and thus bring the performance level up.                                                                                                                                                                      The three surveys; the staff skill survey,  the customer’s survey, Soft skills and management training the staff survey all can be done on line on web sites. We will provide you with all the feedback and suggested action list that will help address the problems .The feedback you get is almost instant and you have the choice to get the feedback in full details or the summary of it.