How to Achieve a Winning Culture for Your Organization

As the manager of your business, a great responsibility is in your hands. You have the power to change the policies of your organization in just a stroke of pen. You also have to be smart in hiring, giving promotions to those who deserve it and firing people who shows no effort to contribute to the good of the organization as a whole. But have you ever consider changing the entrenched culture that you and the rest of the people in your company or organization are following? 

Changing a culture that you are already used to can be one of the hardest things possible. But of course, you have to be positive about it. With a strong desire, you will certainly reach your goal. But that’s not just about it. There may be more things that are involved like getting a new technology that can make the tasks easier without sacrificing the efficiency of every project that you will be coming up with. A change in business culture is attainable when everybody in the entire organization participates well. The first thing that you may need to do is to explain to them the importance of changing the businesses’ culture and the steps that all of you must take in order to achieve it. 

One of the most important results that a company can get through a change in culture is improved employee engagement. The employees is of course one of the most important factors that consist any company. When the leaders, managers and employees are working in perfect harmony, everything can be so much better. To achieve this, you must overcome all hurdles that may affect the efficiency of your performance. There are companies that are committed to helping organizations in improving their organizational performance that can help you. 

Stimulating creativity in the workplace is one of the most important things that you need to bear in mind. This will involve the evaluation of your company’s personnel structure. It is important that you are able to identify the strength and weaknesses of your company. For some time, just changing the office set-up can hold a great innovation. You can assign everyone to work stations in close proximity to jump-start communication. Most of all, you have to make your people feel that you trust them. That is very important for a better employee engagement. 

How Important Is It For You To Survey Your Employees?

When business owners read blogs about business performance consulting, they’re generally looking for one of two things. Either they want to learn how to increase their revenue through options like branding or internet marketing, or they want to learn better ways to retain high quality employees. Because high quality employees and the retention of such employees is important to any business owner, this article is going to focus on the use of surveys to retain those valuable gems!

Most fortune 100 or fortune 500 businesses do several things very good. One of the things that they are best at is quality employee retention. Another thing that you'll often find in common with the vast majority of fortune 500 companies is the use of employee onboarding surveys. These are surveys given to fresh new employees to get a feel for how new employees take the transition into the new job. Studies show, if the employee is happy on day one, they will be unlikely to leave any time soon. With so many larger companies taking advantage of employee onboarding surveys, you've got to wonder if that's something you should be doing in your company. But, is it enough.

A newer idea has been emerging in the business realm recently. Many of these large businesses are starting to use an employee exit survey to track other things. These surveys are designed to allow the business owners and managers to get a gauge of what the employee enjoyed and didn't enjoy while working for the company. This valuable insight could help you, the business owner, to get a clear understanding for what you could be doing better to retain your most valuable employees!

The only person that can tell you that this will be a good option for you is you. You know your business better than anyone else. However, with so many larger companies grasping onto surveying their employees, it only makes sense that in most cases it will be a good idea to do!

"Important to Capture “Voice of Employee” to Assess Business Performance "

It’s a known fact, to set up and sustain a running business, human capital is very crucial. In a dynamic environment such as today where organization our thriving on key attributes like good customer service, high productivity, etc. top management of all leading org across industries are becoming more and more concerned and taking all necessary steps to constantly monitor the pulse of their employees. As a result there is a growing trend to invest a great deal of thought to ensure accurate feedback is solicited from every employee at each stage of an employee life cycle i.e. Employee on-boarding survey, employee exit survey, employee satisfaction survey, etc.

In this fast pace environment, survey methodology makes this task much simpler and efficient. Besides offering comfort of anonymity to the respondents it also brings structure to the responses captured which enable the management to analyze and subsequently interpret the root cause more accurately. Survey mode i.e. should it be online, face 2 face, hard copy; etc can be decided keeping in mind the scale of audience (sample size), org culture and the sensitivity surrounding the core issue.

There was a time when organization used to deploy these surveys as a reactive remediation when they sense a problem w.r.t high employee turnover, low productivity, growing employee grievances, etc. However now corporate do have a pro-active outlook and prefer to run employee on boarding and exit survey as a part of their standard operating procedures under the broader human resources framework.

Lately, another trend has been noticed amongst the leading corporate, to ensure that all such survey exercise is done required justice and clear goals are put forth to address the people issues, they are seeking professional guidance and support from an external party. Most of the consulting firms involved in advisory services do provide conceptual and administrative assistance to execute on boarding, performance management, employee satisfaction and exit survey successfully, needless to mention these services come at certain price.

Factors Uncovered in Employee On-boarding Survey

Resumes, qualifying examinations, interview scores and recommendations are not enough to get to know your employees. Fact is, the aforementioned are considered initial and shallow if used as basis to judge a person’s characteristics. That is why it is always recommended to establishment owners and human resource personnel to use the employee onboarding survey so that you could thoroughly get to know the person you are about to take into your organization.

An employee on-boarding survey is a questionnaire given out to the respondent or subject to be answered immediately. It I composed of several personality questions that will determine the person’s perception in several factors. Below are the aspects to be uncovered in this kind of survey questionnaire.

Perception towards Work

This questionnaire has questions that will determine how professional a person can be. This will help you determine if the applicant would be an asset to your firm or not. This will also help you brand what kind of worker he is. These questions are specially made by human resource experts and these are the same experts who constructed the employee exit survey.

Socialization in Work

Socialization is a huge part in a workplace. This questionnaire will also uncover if the applicant has the ability to mingle and associate with the other employees. In other words, this questionnaire will help determine if the applicant can be a team player. This is very important since the success of an organization depends on how the employees work together.

The Meaning of Work for the Applicant

Knowing what work means to the applicant will help you know the extents the person is willing to go just for the sake of the organization. Fact is, not all applicants are that passionate when it comes to work and this questionnaire will help you know which applicant has the drive and vision that will benefit the organization.

This questionnaire is actually more like the employee exit survey. This will uncover the true color of the person who is applying for a position in your establishment.

Capitalize on Your Strength through Getting the Unique Advantages of an Employee Exit Survey

If you are your company’s manager, you've got to know the importance of conducting an exit interview or survey. Processes as such will be a great help in getting a clearer understanding of the working conditions, relationship among your team and other information that will be useful in the way you run your business and your people. Exit interviews and exit surveys are two important tools that a company or organization must value. They can be used to gather important information. Exit interviews involve one-one discussions with the departing employee while exit survey is consists of asking the employee to fill out an online or paper questionnaire.

An employee exit survey or interview gives you the opportunity to learn about the strengths and weaknesses of your organization. There are numbers of benefit that come from having a systematic process for conducting surveys for your leaving employees. The following are some of its most important boons.

1. It increases the employee satisfaction and morale.
2. It increases employee productivity.
3. It will give you the understanding of the factors that drive your employee to leave.
4. It will give you the understanding of the barriers to job satisfaction.
5. It provides companies with a reality check.
6. It allows employees to air his grievances in a professional manner.
7. It can give you valuable hints on how you can improve the workplace, policies and retention rates.
8. It allows formality.

In order to make your exit survey successful, you have to know several strategies that will inspire your employees to respond well. You can schedule a time for the departing employee to meet with you and make him aware of your purpose. The survey results must be sealed in an envelope to be opened by the right person. If the employee takes the survey to be completed at a later time, you can provide a stamped envelope. While if the survey is to be completed online, you may provide a password that provides access to the survey document.

While some companies tend to underestimate the importance of doing exit interviews or surveys, you do not have to live in ignorance. The more important information you know is the more intellectual assets that you earn. All these can be helpful in your quest to a sustainable performance. Make sure that you have a productive employee onboarding survey too.

The Challenge of Engaging Your Employees

Creating a perfect workplace for every member of your team may sound too idealistic. It’s not like you are working with a magic wand to turn your employees to happy and productive ones. A stress-free working environment is vital to keep your team motivated to do their best and contribute the best that they have to meet your company’s specific goals and objectives. Imagine how a place that runs smoothly can work well in promoting the growth of your business. There are employee engagement survey companies that can help you out in discovering how you can possibly create that fun working environment through the most truthful employee engagement questions. But taking a different look on how you can sustain the protocols that meets your people is also important. Here are some of the most important things that you have to bear in mind in your attempt to come up with a healthy environment for your employee.

•  Help your employees understand that what you are giving them is an honest feedback to make the survey a credible business tool. You have to make them understand that you have to work together to meet your company’s success.
• You can increase your employee’s level of engagement when they become more knowledgeable and proficient. 
• Make your employees feel that the managements is always after what is good for them and that it is listening to every angle. Each one of your employee has specific levels of stress which may vary on your type of industry.
• Understand the work-life balance issues of your employees.
• Maintain an open-door policy. This will allow your employee to talk about the factors that bothers them.
• You can inspire your employees by narratives that can make you understand the purpose of your organization.
• Promote personal accountability. Your employees have to understand that they are the ones that are responsible for their own circumstances.
• Make your employee recognize that your organization is not “democracy” in a good way.

Engaging your employee is something that you have to work on. You can check out http://www.sirota.com/ to get the assistance that you need. There are business performance consulting that can help you in coming up with the best assessments and plans. Engaging your employees can be a great challenge so you have to be guided on the right strategies that you will have to implement.  

Assessment through Employee Engagement Surveys as a First Great Step to the Right Actions

Sometimes you may get this feeling that no matter what you do, something seems to get missing in your performance as a team and your efforts to grow your business may not be enough. If you think that your resources in the internal factors may not be enough, there is always a god way to fix things up and you may consider the possibilities of seeking help from experts who may help you solve your problem or whatever it may be that is significantly missing. There may be some existing organizational problems that you need to work for or you may just need some amount of improvements. You may know the answer to this by seeking help from a business performance consulting company that you can trust.

The internal factor itself can greatly contribute to the performance of the business. Why not? This factor counts a lot. There are employee engagement survey companies that can see how well your employees are performing and how things can work out better in your organization. Assessment is very important so you can come up with the tools, practices and actions that have to follow. It has to be carefully constructed in order to come up with real actions. You may need t o understand that you can engage your employees to one common goal that you have been wishing to attain when you have the right actions on how you can possibly draw them close.

When you have active workers, you can expect that everything in your company can turn out more smoothly. You can obtain more from them and they can also get more from the company too. It’s more like a “win win” situation. It is give and take relationship. All it takes is more on the right kind of leadership, effective assessment, an action plan and of course, a great amount of motivation. You will soon realize that by engaging your workers and aligning them with your common values and goals, you will definitely get closer to an energetic involvement to make the company’s mission a reality.

 The challenge that you have now lies on how you will possibly engage your employees. If you are still clueless about how you should get started, you can check out http://www.sirota.com for helpful information. Remember that it could all start with proper assessment, understanding and then finally, actions.