Companies are desperately looking for skilled workers. In order to prevent a brain drain, job satisfaction and a pleasant working environment play a major role. Barbara Hochbaum, Product Performance Manager Audit Services at TÜV SÜD Management GmbH, explains how managers can measure employee satisfaction and take appropriate measures to ensure that employees are not looking for another job.
There is currently a wide range of job offers. Digital assessment portals offer a high degree of transparency about companies and job seekers are more informed than ever before. Many are considering a change more quickly than before, as companies often lure people with attractive offers beyond work. For companies, however, the migration of well-trained employees means an economic loss. Employers should therefore pay attention to the satisfaction of their employees.
Recognizing employee needs and taking measures
Identifying needs is only possible if there is open communication across all levels in the company. Only in this way can conflicts be addressed and improvements worked out together. Regular feedback rounds and team discussions are helpful instruments for communication and give the supervisor feedback. Ideally, the causes are eliminated in the early stages and conflicts do not arise in the first place. However, the reality often looks different. Once the fronts have hardened, it becomes increasingly difficult to mediate. "In such cases, anonymous questioning can be a solution," explains Barbara Hochbaum.
How important is employee satisfaction
Not much commitment can be expected from an employee who has resigned inwardly. A research project of the Federal Ministry of Labour and Social Affairs has shown that an employee-oriented corporate culture and the personal commitment of employees have a major influence on the success and competitiveness of companies of all sizes and in all sectors. "Everybody has experienced unfriendly service in customer contact. Often, this is frustration with their own work. The effect on the company is fatal, however, because a customer quickly turns away when dissatisfied," says Barbara Hochbaum. Many companies therefore combine the employee survey with a customer satisfaction survey.
How can employee satisfaction be measured?
An effective tool for measuring employee satisfaction is a survey. This should be set up with a clear formulation of objectives. For example, objectives could be "improvement of the working atmosphere" or "reduction of sick leave". "From the final test report, improvement potential for optimizing employee satisfaction can be derived," explains Barbara Hochbaum. A regular follow-up survey, at least every two years, shows whether the improvement measures introduced have achieved their effect.
Planning and procedure
Once the objectives have been defined internally, the search for an external partner can begin. A qualified and certified partner will guarantee data security and will submit a test report after the evaluation of the survey. Large companies involve the works council in this process from the very beginning in order to ensure the greatest possible transparency in the procedure. As a rule, the survey will be conducted in writing or online, alternatively the survey can be conducted by telephone or in person.
Overview of the points of the employee survey:
- Clear formulation of objectives
- Check the reliability of the external partner
- Tailoring questions to the specific needs of the company
- Request test report
- Take and control measures for improvement
- Regular repetition of the survey
- Transparent procedure through all departments
TÜV SÜD Management Service has been certifying service management systems since 2004 and has been conducting targeted employee surveys since 2013.
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