How you can use the principles of employee satisfaction surveys to drive individual growth.
No matter what service or product you offer, you constantly strive to stand out from the competition with talented employees, enhanced customer service, and powerful brands. Many people believe an organization is the sum of its parts—the chain is only as strong as its weakest link. In other words, the success of a company often depends on the personal success of individuals, from top to bottom.
Companies benefit the most when employees have high levels of motivation. In fact, employee satisfaction and engagement have been linked time and time again to higher productivity, lower turnover rates, and higher employee retention. Employee satisfaction surveys measure satisfaction in depth so companies can understand and work toward better employee engagement, therefore strengthening every link in the chain, and increasing the chances for long-term success.
Still, the principles of employee satisfaction surveys don’t apply strictly to the whole of a company. They also apply to the personal success of individuals, whether they are employees, managers, or owners. When we look at three key principles of employee satisfaction surveys, we see how they are not only analogous to personal growth, but are also reliable rules of thumb of individual success that have worked for centuries.
Employee satisfaction surveys rely on consistency. It’s important to conduct regular employee satisfaction surveys on a biannual or annual basis. Doing so will ensure employees are always engaged, and action plans that drive engagement are working to their full potential. In the same way, personal success depends on a consistent drive to reach your goals, whatever they may be. It’s also important to be realistic and measure those goals to eliminate what doesn’t work and to enhance what does.
If managers and staff are not held accountable to employee satisfaction surveys, how can action plans be put in place to create positive change? Effective employee satisfaction surveys mean being accountable to the results, even if they may be unfavourable. Similarly, individuals must always face the hard facts of potential failure to learn and grow. In the famous words of Thomas Edison, “Many of life’s failures are people who did not realize how close they were to success when they gave up.” Mistakes should be considered opportunities in disguise rather than downfalls.
Ideas and concepts are only as powerful as the actions that put them into practice. Although employee satisfaction surveys have evolved over decades, they still have zero benefits if the results aren’t used to create action plans. Action plans work to establish priority goals that affect overall employee satisfaction. Obviously, these plans rely on swift and meaningful responses. This principle also applies to personal success. Successful people make their ideas a reality with dedication, hard work, and constant motivation. They follow through with their ideas and make appropriate adjustments over time.
Remember that a company often reflects the individuals within it. As people grow, so does your organization. When you think about the overall success of your company, also think about the roles of individual employees and how they contribute. Use the principles of employee satisfaction surveys in your day-to-day life and see the positive differences they can make.
To find more information about employee reviews, please visit our website at Employee Satisfaction Surveys.
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