Are employee surveys a good way to create engagement?

 Hearing employee survey concerns and taking the proper action is one of the number one ways of increasing employee engagement.

Employee engagement  by surveysMost successful companies place their employees on the top of the list high priority resources. As a result, they are concerned with keeping their employees engaged and active in all of the company’s goals and objectives. However, to keep their ears at the heart of their employees’ concerns and issues, some companies are using employee surveys as a method to create employee engagement.

Creating Engagement by Asking the Right Questions
while some companies are well-versed in getting the data that’s needed to take action, others may need additional guidance to ensure the right information is collected from their surveys. Therefore, these companies must design their surveys so that they collect precise data on key topics instead of abstract or vague information. For example, if a company would like to find out what type of training is needed to facilitate better job performance, they should include a question on the survey that focuses on the best types of training courses needed (i.e. formal classroom training courses, interactive training, online courses etc.). Since there is a wide diversity of training courses available today, most employees may prefer to take the non-traditional online courses instead of formal classroom traditional training. By asking the employees the type that they prefer in a survey form, the management in the company can respond accordingly. In some cases, the responses may be split 50/50. Consequently, the management may want to add an additional training option to their curriculum so that these employees can work at their own pace.

Employee Buy-In and Major Decisions
Employee surveys are also a great way to give the employees buy-in when major changes are being made. For instance, when a company has to make major changes because of external forces, employees are often more engaged when they have had some input into making the new procedures. So, if the company includes a question about the upcoming changes in a survey, they can give the employees buy-in and obtain valuable information as well.

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What If You Fired Your 8 Million Most Influential Users?

Great article! 🙂

SmoothSpan Blog

trumpfiresyouWhat if you were running a big web business and you fired your 8 million most influential users?

Would that be a smart thing to do?  Would your shareholders be happy?  Would your board be happy?  What possible reason could you have to do such a thing?  What perceived advantage would offset the cost of annoying your 8 million most influential users?

Lest you think this is some imaginary scenario, firing 8 million influential users is exactly what Google is doing as it shelves Google Reader in less than a month.  Google is firing the likes of Om Malik, for example, and Seth Godin who says RSS is still the most efficient way of reading blogs.  Google says they’re doing it for lack of traffic, but as I’ve written before, that’s a bogus argument.

Let’s start with how I get to 8 million.  That number is…

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The Importance of Job Evaluation in Assuring Equal Pay for Women

Engagement Survey on Gender Equality

Engagement Survey on Gender Equality

Significant gender inequality in pay is considered as one of the most resilient features in the labor industry all over the world. Even if the gender pay gap has already narrowed in some countries, women continue to work for a much lower pay compared to men. Such trend continues regardless of the striking advances when it comes to women’s work experience as well as educational attainment.

The gender pay gap is caused by several factors. One of these factors is sex discrimination in salary. Many have sought to address the discrimination in pay through ensuring that men and women receive equal pay not just for the same kind of work but also for the jobs with equal value. Such principle is fundamental when it comes to the attainment of gender equality.
Job Assessment Methods to Determine Jobs of Equal Value
Determining if two different jobs that are different in terms of its content have equal value will require some methods when comparing the job. Job evaluation methods are considered as the tools that help ascertain the relative value of the jobs. Thus, these can also determine whether the corresponding pay is just.
Job assessment methods must be free from any gender bias implications in order to have an objective as well as fair assessment of jobs. If these are not the case, the key dimensions of the jobs that are normally performed by women have a higher risk in being disregarded or perhaps values lower than those jobs typically performed by men. The results would involve the continuation of the undervaluation of the jobs for women and the reinforcement of gender pay gap.
Benefits of Job Assessment and Equal Pay for Work of Equal Value
There are a lot of advantages of having equal pay for work of equal value. First, this promotes more effective utilization of skills for both men and women. Additionally, this will have a positive impact on the female workers. Having equal pay for work with equal value also promotes better human resource management. In addition to this, better working relationships are promoted between male workers and female workers. Moreover, this promotes positive effects in terms of the reputation as well as the attractiveness of the business.
Another benefit of pay equity is the greater efficiency in the staffing practices of an organization. This is manifested by the less time devoted by the employees in the recruitment process. There will also be a better perception in terms of workplace equity as well as improved labor relations. This is manifested through greater job satisfaction as well as the stronger commitment of the employees to the business.