Employee-satisfaction-surveys - article about Employee-satisfaction-surveys

Selling employee satisfaction surveys to the old man was tough, and that is no lie. You see, as a young junior executive, I provide a valuable aid for the boss. I help him keep in touch with the morale of the rank-and-file, and that morale was at an all-time low. He comes from a different generation, and he hasn't really adapted very well some of the new employment relations techniques. Back in his day, everything was very command-and-control. The top dog let everyone know it, and the people on the bottom of the totem pole would do what they were told, and that was that. Nowadays, however, things have changed. It is well-known that employees who are happy do better work and are more productive, so management can't afford to beat them down.

Finally, I designed the perfect employee satisfaction surveys. In a larger business, employee satisfaction surveys would have to have a lot of easily quantifiable questions. Since our office consisted of no more than 40 people, however, I was able to put in a lot of space for personal feedback. I was gambling that people wouldn't be quite as critical in print as they would with questions meant to gauge their happiness, and I was right. By allowing employees to say what needed improvement most, I was able to provide some really meaningful feedback that was also sufficiently understated. Although the boss grumbled and cursed, he also took the employment satisfaction surveys to heart. It has only been a few weeks, but corporate culture has already started to change.

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