Employee Satisfaction Surveys

In 2004 Congress mandated that all federal agencies conduct surveys of their employees.  The purpose was to assess the employees perceptions about their work environment and work experiences.  The results of these surveys are used to measure employee satisfaction in areas such as benefits, training, leadership, diversity, recruiting and the work environment. 

Employee viewpoint surveys are extremely important as they provide an overview of how well the organization is doing.  Where properly conducted, the survey can identify an organizations strengths and areas of improvement. The survey is a tool for opening a dialog among the employees and the results can act as a tool for driving positive change. 

Remember, a survey doesn't end once the results are received.  If the survey is not responded to, employees are less likely to participate in future surveys.  The employees expect that management will use the information to make improvements to the organization.  These surveys create expectations.  Conversations around survey results can potentially lead to increased engagement, productivity and profits while reducing turnover and costs. 

Once you have the survey results you should act quickly.    Create a team to review the results.  Select the key items to address and develop a corporate action plan to resolve them over the next 6 - 12 months.  Re-evaluate and adjust your action plan as necessary.  A recommendation is to select three areas to focus your efforts on.  This will allow you to concentrate your efforts and make substantial progress.

• In what areas is positive change most important to your organization?
• In what areas is the positive change most needed?
• What areas are the top priorities?

Follow up regularly on the plan and the progress toward meeting the goals.  Communicate across the organization OFTEN and make the improvements visible.  Employees expect that their concerns are addressed and resolution to occur.