Foxy Internet Marketing

Losing good employees is not only an expense in terms of time, effort and the associated cost of finding a suitable replacement but also in the untold cost of losing valuable knowledge and experience that is unique to the organization; Losing good employees is a problem where prevention is most definitely the best cure.

It is inevitable that employees will leave from time to time but a good employer will want to know why an employee has decided to leave to ensure that personnel are leaving for the right, and not the wrong, reasons.

Concerns of employees can be identified early by the regular use of well designed job satisfaction surveys, allowing for problems to be resolved and helping to minimize needless loss of staff. However, some problems, especially those that involve personalities, are not always brought to the surface until it is too late.

When personnel decide to change jobs it is very often due to a lack of career development and/or poor management. Both of these problems can be difficult to identify even for organizations that adopt regular 360-degree appraisals (i.e. where as part of the overall appraisal system, employees evaluate their managers).

Some employees while still employed may be reluctant to criticize their line managers for fear of reprisal; however they can be more candid when completing an employee exit survey.

Once an employee has decided to resign it is very unlikely that an Exit survey will prevent them from leaving, however the survey may help identify areas that if not addressed could result in more preventable resignations.

Limited Career Development

Not all employers can offer, and nor do all employees desire, a clear and long term career path. Some people find comfort and job security in doing one job but there are just as many who prefer to be continually challenged, always acquiring new skills and steadily moving up the corporate ladder. Organizations that succeed and excel need the balance of having high flyers and steady Eddies.

Having good records could prove to be very valuable long term and they also provide management with information that could help them improve the moral of an organization as well as productivity and the bottom line.

Sub-standard Management

Many a manager has achieved their managerial position through hard work and a deserved promotion, but a good worker does not always make a good manager and many are awarded a management position without any management training.

Poor managers can be quick to discredit the views of disgruntled staff, ‘I was thinking of getting rid of them anyway’ and ‘they were a waste of space’ are typical responses to being asked if there is a problem causing people to leave an organization.

It is proper and natural for senior management to support their line managers by giving them the benefit of any doubt, after all a good managers can always be slighted by poor employees. But by conducting exit surveys, if a man-management problem were to be identified early there is a good chance that it can be addressed and resolved with the appropriate formal training and guidance.

Records

It is not that unusual for a person to leave an employer and put in a claim for constructive dismissal at a later date. With legal representation now adopting the ‘No win no fee’ model even good employers are finding this to be a real problem. Exit surveys will at best, provide a valuable record of the employee’s reasons for leaving, and at worse, provide early warning that a possible claim might be expected.

A tribunal may not readily accept the word of an employer that when the employee left they did so without indicating any grievance.

Timing

Exit surveys can with the employee’s agreement be delayed for a few months or be conducted as part of the termination procedures.

If the timing of the exit survey is delayed for a month or two it could allow for a period of reflection where the ex-employee may be less prone to emotion and more objective and if they have started a new job they may be in a position to compare their previous role with their new role.

The advantages with conducting an exit survey as part of the termination procedure is that although emotions may be running high it is probably more reflective of the employee’s state of mind and therefore closer to the reasons they have decided to leave (justified or otherwise). If left until later any comparison between their old and new roles may be the result of them putting on a brave face, and if reasons are given that require action, the delay may well hinder the problem from being resolved.

Summary

By including exit surveys as part of the employee termination procedures organizations will generally benefit in a number of different ways. They will at the very least provide good records that could prove very valuable later, at best they will provide management with information that can help improve an organization spiritually and with the bottom line.

See the following survey for sample exit interview questions.

Although there are distinct advantages to conducting regular employee satisfaction surveys online to measuring employee satisfaction – there can also be risks.

Listed here are some of the main advantages, considerations and the possible risks to conducting employee satisfaction surveys online.

Advantages

Identify Problems – Surveys are can be very effective in identify problems areas before they become serious, especially those that are hidden from senior management.

Working Environment – From something small like a broken chair to the more serious problem of sick building syndrome that can result in personnel experiencing headaches; eye, nose, and throat irritation; a dry cough; dry or itchy skin; dizziness and nausea; and difficulty in concentrating. Surveys that focus on the environmental aspects of an organization will ensure that areas of concern are identified in a manner that can be properly measured and controlled.

Remuneration & Benefits – Measure and monitor how satisfied personnel are with their remuneration and benefits.

Mood and Moral – Provides a simple but effective method to measure and monitor the mood and moral of an organization.

Benchmark – In the same way that an organization will consider their financial position by comparison with previous years, so the regular use of online surveys will allow an organization to monitor and measure their progress and development in non-financial terms.

Processes & Procedures – As businesses evolve some of the traditional processes and procedures can become antiquated, personnel are often the first to know and the last to be asked. Businesses change and the business processes need to be checked regularly and if necessary re-aligned.

Training – Lack of proper training is a common cause of dissatisfaction among employees and can lead to more serious problems such as stress.

Communication – For an organization to run efficiently good internal and external communications are essential, surveys can provide a method to help organizations to monitor and measure how well an organization communicates.

Goals and Objectives – Surveys can measure and monitor the extent that the personnel are aligned with the senior management’s business goals and objectives.

Cost Effective – Using survey questionnaire software surveys are quick and easy to create, simple to deploy and will provide real-time results.

Compliance – To properly comply with an ever increasing array of regulations the modern organization needs to be able to disseminate information throughout the organization and ensure, through records, that the information has been received, and importantly, understood. Online surveys can provide an organization with a cost effective method to meet many of their obligations.

Keeping the Initiative – It is always better for management to ask than be told. By conducting periodic employee satisfaction surveys the management is able to retain the initiative in trying to identify problems that could otherwise metamorphose into demands.

Considerations

Management Backing – A survey that is both sanctioned and has the support of senior management will go some way in ensuring that any action required, based on the survey findings, will be implemented.

Ask the right questions – Consider careful the questions being asked. If the survey is perceived by employees of just trying to tick the right boxes the survey could result in more negative attitudes.

An annual survey should ask questions that will provide senior management with an overall temperature check of the organization.

Avoid questions that are specific to individual departments or personnel. Consider running separate one-off surveys that can be targeted at specific personnel if some areas of the organization require detailed investigation.

Incentive – Most employees will feel that by being able to give their opinions that they are already stakeholders in the exercise and will be happy to participate in the survey as they will expect to benefit from the process.

However, some incentive may help improve the overall response rate or could be used to encourage early participation.

Smaller incentives could be handed out to all employees or all participating employees could be entered into a lottery to receive a more substantial prize.

Anonymous – The decision to allow respondents to remain anonymous or not needs careful consideration. A survey that is conducted anonymously may allow employees to be more candid, however, anonymity may encourage some individuals to make wild accusations that can not be substantiated and cause considerable concern. It is often better to keep everything ‘on the record’ rather than ‘off the record’.

Where survey respondents are known there is the opportunity to chase for surveys that have not been completed and also to follow up on some issues directly with those employees who have raised them as problems.

Comments – Keep free text comments to a minimum because they are difficult and time consuming to measure and analyze.

Consider limiting free text comments to one at the end of the survey or, in the case of surveys that are not being conducted anonymously, allow for a post-survey follow-up to obtain more information where additional and more specific detail is required.

Risks

Management – Some managers can regard any form of employee consultation as a sign of weakness and may have a tendency to dismiss out of hand any negative comment.

Warts and All – A survey is likely to reveal warts and all. Senior management may need to prepare themselves for the revelation that the top down view may differ considerably from the bottom up view and that once problems had been identified they will not be able to claim ignorance as an excuse to why they are not resolved.

Non-Action – Many employees will invest time and effort in participating in a survey and their hopes and expectations will be raised. If once the survey has been completed nothing is done to deal with the areas of concern that have been identified by the survey then employees may develop a negative attitude and that could in turn make it more difficult to canvass the employees in future.

The management should be prepared to formally recognize and respond to the concerns that may be raised as a result of conducting an employee satisfaction survey even if the specific demands of employees are not able to be met. If senior management agree to address and resolve some issues then action needs to have started before any further survey is scheduled.

Can Cause Problems – Where surveys reveal, or bring problems, to the surface there could be a tendency for senior management to blame the messenger.

Summary

The benefits of conducting regular online employee questionnaires can be considerable, but for them to be effective important upfront considerations need to be made. Although the process of conducting a survey can be therapeutic in itself it is the post-survey analysis, response and action that will ultimately determine how useful and effective the process has been.

For a sample employee satisfaction survey: Employee Satisfaction Poll

How to create a survey using Survey Galaxy

Designing surveys is considered easy; but is it? The reality is that writing surveys is easy but writing effective surveys is more difficult. The following twenty tips will help you with your survey questionnaire design.

1. What is the purpose of the survey?

Surveys and questionnaires are conducted for many reasons. By phrasing the questions and structuring the answers surveys can be used in a multitude of ways and for a variety of reasons. When compiling a survey don’t lose sight of the survey’s purpose.

2. Give the survey a good title

The survey title is an opportunity to instantly summarise a survey’s objective and encourage respondents to participate. Respondents need to invest time in completing the survey so make them feel that their investment is worthwhile.

3. Do not make the survey any longer than it needs to be

Every question that is asked should be asked for a reason. Focus on ‘need to know’ questions and minimise ‘nice to know’ information.

4. Use plain English, avoid jargon and acronyms, be consistent and ensure that the questions you ask will not result in ambiguous answers

Take care when wording a question. There is every chance that if respondents can interpret any question that is not clearly written differently to that intended by the survey’s publisher then any analysis of the survey results may be worthless or at the very least misleading.

5. Don’t have long questions

Where practical use concise sentences. Long questions can lead to a higher level of incidents where respondents abandon a survey.

6. Ask one question at a time

Avoid confusing the respondent with a question like ‘Do you like tennis and football?’

7. Don’t influence the answer

It is important to avoid loading the question. ‘Should irresponsible shop keepers who sell cigarettes to minors be prosecuted?’ is unlikely to have any value.

8. Ensure that the selected answer format allows the respondent to answer the question being asked

Ensure that the respondent is able to answer how they really feel or they may be less inclined to complete the survey. As a last resort consider the benefit of including a “No comment”, “Can’t say”, “Don’t know” or similar response option.

9. While you are compiling your survey consider how the compiled data is going be analysed when the survey is complete

When asking questions that allow for a free text open ended response appreciate that such information is likely to be difficult to score and/or summarised. Consider how the answers could be grouped. For example “How long have you worked here?” – ‘less than 1 year’, ‘between 1 and 6 years’ and ‘more than 6′.

10. Ensure that the questionnaire flows

When asking questions group the questions into clear categories as this makes the task of completing the survey easier for the participants.

11. Target your respondents

Sometimes you will want to target a specific group, in others a cross section. If you can’t easily control the respondents consider including questions/answers that will allow you to filter out respondents who don’t fit your target profile.

12. Provide a channel for your respondents to expand on their answers or make comments

Allowing respondents to make additional comments will increase their satisfaction level and the comments will also give valuable feedback on the specific questions and/or the survey as a whole. Remember that for large sample collections it may be difficult to analyse free text open ended responses.

13. If you are conducting a confidential survey ensure that your pledge for confidentiality is upheld

If you have assured the respondents that the survey is confidential ensure that the individual data is not to be shared with anyone and not used for any other purpose. Confidentiality must be maintained at all times and any contact information destroyed once the survey has finished.

14. Weigh up the benefits and disadvantages of allowing respondents to be anonymous or identifiable

If your respondents are to be anonymous then appreciate that you will be unable to follow up or match “pre” or “post” surveys. Allowing people to remain anonymous will however allow people to respond without possible peer pressure.

15. Give careful consideration to the best response format

Being consistent with the format used for responses is good practice. Keep in mind that when analyzing the data radio buttons are easier to analyze than check boxes that offer the respondent multiple responses. Do not use a check box if a radio response would do.

16. Provide the respondent with an estimate as to how much time the survey will take to complete

Respondent drop out can increase if the survey appears to be a stream of never ending questions. It is good practice to indicate how long the survey is likely to take so that the participants can choose the best time to complete the survey.

17. Inform respondents of the survey end date

Encourage respondents to complete the survey as soon as possible but advise respondents as to the survey’s end date so that they have the opportunity to schedule the necessary time.

18. Pilot the survey

Before publishing a live survey publish a small pilot survey to check for questions that are ambiguous or confusing and to ensure that the survey is aesthetically pleasing.

19. Before publishing the survey check the survey several times

Check more than once that the survey is grammatically correct and makes sense. If practical get a colleague to check the survey before you publish, if you are unable to do this then take a break before checking again.

20. Thank your respondents

To complete surveys respondents have to devote their time and should be thanked at the end of completing the survey or in a follow up letter. You may even want to consider incentives such as entry into a prize draw or a reward.

To get started there are numerous survey software websites to choose from.

Market research is an essential part of any business that wants to offer products or services that are focused and well targeted. Business decisions that are based on good intelligence and good market research can minimise risk and pay dividends. By making market research part and parcel of the business process and conducting market research throughout the life cycle of a product or service market research will bring the following benefits:-

• Market research will help you better communicate – Your current customers experiences are a valuable information source, not only will they allow you to gauge how well you currently meet their expectations they can also tell you where you are getting things right and more importantly where you are getting things wrong. By asking the customer you can take the guesswork out of customer services and show them that you care.
• Market research helps you identify opportunities – If you are planning to operate a new service and want to know the preconceived attitudes people have then market research can help, not only in evaluating the potential for a new idea, but also by identify the areas where a marketing message needs to be honed.
• Market research will minimise risk – Market research can identifying what is needed for a new service and product and ensure that the development of a product matches demand.
• Market research creates benchmarks and helps you measure your progress – Unless you measure you will not be able to properly gauge how well your business is performing. Preliminary research may be able to identify problems in the service you intend to offer or in your product, regular market research will show if progress is being made and, if positive, will help motivate a team.

Market research brings considerable benefits and it is perhaps surprising how few businesses invest sufficient resources to gather good intelligence that will help them improve business. Many may think that market research takes too much time and effort but that is just not the case anymore as through the power of the Internet online survey software is readily available and vital market research data can now be gathered in a quick, simple and cost effective manner.

What will conducting effective market research teach you?

Know your customers – Market research will help you better understand your customers in a number of ways including demographic information such as their age, gender and geographic spread. The better you know your customer the easier it is to fine tune your product or service towards the target market.

Know your target market – Who exactly are your existing customers and where do they live? Does your product or service appeal to specific age groups? Do you know who your potential customers are and where they live?

Know your competition – Market Research will help you measure your service compared to others. What are the strengths and weaknesses of your organization and are you improving in the right areas?

Products and services – Do you have the products or services that people want? Are your products and services value for money? How do your company’s products and services match up to that of your competitors? If you have a product can you, do you, should you deliver directly to your customer?

Ease of doing business – Do your customers find it easy to deal with you and when they visit your store and/or website do they find what they want? Is there sufficient advice and assistance on hand be it in the form of notices, leaflets or human assistance? Do people find it easy to buy from you? Are your staff properly trained, knowledgeable, helpful and available?

Marketing – Is your marketing reaching the right people and is the marketing message clear and effective. What are the marketing channels that are available to you, which ones should you concentrate on and which, if any, should you consider dropping?

Do the right people understand your marketing message? Does your marketing material properly reflect your brand? Do you use the correct advertising and promotion channels? Are you reaching your target audience?

With the power of the Internet it is now very easy to conduct market research using one of the many online survey software sites that make conducting surveys and collating good market research intelligence quick, easy and extremely cost effective.