What makes our tool special
- With our employee survey tool, which has been tried and tested thousands of times, you not only ask about “soft” factors of employee satisfaction, but you also analyse “hard” strategic success factors of the company at the same time.
- If required, we also developpackages of measures to improve employee satisfaction and adjust the measured deficits.
Table of Content
- 1 Employee surveys: “Satisfaction” as a strategic success factor
- 2 Measuring employee satisfaction: Four content dimensions
- 3 Derivations on strategic orientation
- 4 Employee surveys: This is how we proceed
- 5 Direct connection with corporate goals
- 6 What results does the employee survey tool deliver?
- 7 Evaluations
- 8 Your benefit: Concrete approaches to transformation
- 9 Correct deficits in a targeted manner
- 10 Individual adaptation of your employee survey
- 11 Costs and availability
- 12 Free initial discussion of your planned employee survey
- 13 Unser Angebot zu Mitarbeiterbefragungen
Employee surveys: “Satisfaction” as a strategic success factor
Employees who feel good are more productive, more committed and stay longer with the company. Companies that can point to high employee satisfaction ratings when recruiting new staff also have a clear advantage here.
This is a strategic success factor not only in times of a shortage of skilled workers.
With our employee survey tool, which has been tried and tested a thousand times over, we measure all the key dimensions which are relevant
- for employee satisfaction
- for the further development of the corporate culture
- and to improve the strategic orientation of the company
How are employee satisfaction and corporate culture related?
We know from many thousands of surveys: Dissatisfaction very often arises from leadership and culture issues.
We have compiled the “top list” of problem areas in German companies from our data.
- Decision-making: How are decisions made, communicated and implemented?
- Quality of decisions: Are there regular “head shakes” by employees about how decisions have been made on relevant issues?
- Teamwork: Is there a productive and pleasant culture of cooperation – both between employees and managers?
- Work organization: How efficiently are processes and procedures organized? Are equipment and working materials satisfactory?
- Commitment & Purpose: Does everyone recognize their contribution to the whole? Are employees proud to work for the company?
- Consistency in action: Does everyone do what they say they’re going to do? Are announcements consistently implemented? What is the procedure for dealing with employees that frequently ignore the given rules?
- Leadership & Motivation: Is there a productive, shared, motivating understanding of leadership among managers?
- Error culture: Is honesty rewarded or punished?
- Employee retention: Do you work here because you want to – or have to?
- Clear strategy & future orientation: Is it clear to everyone what the company stands for and where it wants to go – and why?
- Innovation capability: Is organisational learning rooted in the company’s “DNA”? Are there continuous learning and improvement processes? Are innovative impulses appropriately received and systematically processed?
If you read it carefully, you will notice that this list can be read ambiguously – either as a“description of the problem” or as“adjustment leavers” for shaping corporate culture in the desired direction.
As you can see, these topics are all culture-shaping – and relevant for the overall satisfaction of employees.
Measuring employee satisfaction: Four content dimensions
If we group the questions described above into thematic clusters, this results in these four content sectors:
Derivations on strategic orientation
Even more can be derived from the 12 content dimensions of employee satisfaction in the 4 strategic sectors:
- What do you need to do to grow more in the future?
- How do you have to position yourself internally to remain stable in the long term?
- How do you reconcile employee satisfaction, profit and quality?
- What adjustments do you need to make to improve innovation and customer satisfaction?
This graphic shows the connections between culture and strategy:
Two birds with one stone!
- With our survey to measure employee satisfaction, you make a strategic analysis at the same time.
- Double benefit: The results convince not only the works council – but also top management!
Employee surveys: This is how we proceed
To keep all these issues in mind, we take a systematic approach to the survey (here we have learned from our many thousands of surveys over time):
- What is the“as-is“assessment
- What are the“pain points” in the organisation, where is there a real need for action?
- from the point of view of top management
- from the point of view of middle management
- from the point of view of the employees? (360 degree view from all hierarchical levels)
- Which strategic fields of action result from this? What specific measures need to be implemented to change employee satisfaction in the desired direction?
- Implementation & Monitoring: Project-based, in agile mode, systemic in approach and impeccable in craftsmanship.
Direct connection with corporate goals
Now you can see: You probablyjust wanted to learn something about employee surveys – and maybe how to improve employee satisfaction.
But our survey tool does much more than that: the 12 content-related dimensions from the graphic also provide clear indications of where the company has strategic weaknesses – and how they can be remedied.
In other words, with our employee survey you will also find out which cultural peculiarities or characteristics of the prevailing corporate culture hinder or promote the achievement of strategic corporate goals.
This overview illustrates this:
What results does the employee survey tool deliver?
You will receive concrete and accurate answers to these questions:
- Which fields of action result from the employee survey? What do we need to do to increase employee satisfaction and become more attractive to new employees?
- What measures need to be implemented to change the corporate and leadership culture or employee satisfaction in the desired direction?
- How does your company compare to others?
- What do you need to tackle to become more flexible, more agile, more stable?
This is what the analysis of the survey will look like (example):
So you get the survey data finely granulated – including the benchmark values, of course. Here is an aggregated overview display (example):
In an evaluation workshop, we present the results to you and develop effective measures to improve employee satisfaction.
Bonus: Global Benchmark
- We compare the data from your organisation with a benchmark from the previous surveys carried out over the past 10 years.
- So you can see immediately how your organisation is rated compared to other companies.
Your benefit: Concrete approaches to transformation
- You identify cultural strengths and weaknesses as well as areas for improvement
- You back up your assumptions or validate existing culture change initiatives with solid data
- Effective measures: Based on the surveys, we develop effective measures that have tangible results.
- Consolidated tracking: You see clear improvements over time
- Increasing the value of your company: You develop a corporate culture that brings measurably more revenue through increased employee satisfaction and the elimination of strategic deficits (high ROI!).
- You become a more attractive employer: Talents will come working for your organisation – and stay
- Comparability: Our global, normative database ranks where you stand against 10,000 other top companies.
- Scalable and comprehensive: also measure employee engagement, employee commitment, innovation, trust, safety and risk management
Correct deficits in a targeted manner
- The data obtained in this way provide precise indications of the areas for action and the measures to be taken in order to bring about the desired cultural change. However, there is still one more step missing: an “action planning” workshop to formulate, plausibilise and decide on measures with the management.
Individual adaptation of your employee survey
In addition to the “standard” module, you can also book individual modules on these topics:
- Commitment of the employees
- Culture of innovation
- Security Management
- Risk management
- Diversity and integration
Costs and availability
The costs for the corporate culture analysis are related to the number of employees to be interviewed and the time required for planning, evaluation and the associated consulting.
The total cost is less than you think. Contact us here for a no-obligation initial consultation!
Free initial discussion of your planned employee survey
Skillfully designed employee surveys are the key to
- higher employee satisfaction,
- iptimized talent management,
- ability to innovate strategically
- and long-term stability for your organisation.
We know the crucial starting points and work with you to develop a high impact implementation planfor effective cultural change.
Here you will get the necessary information on how to proceed:
Unser Angebot zu Mitarbeiterbefragungen
Sie suchen Unterstützung bei der Durchführung, Umsetzung und Auswertung von Mitarbeiterbefragungen? Wir unterstützen Sie mit 19 Jahren Erfahrung in diesem Feld.
A very efficient process that produced valuable insights and results. I am curious about the process moving forward.
I have rarely seen consulting processes with so much output.
The cabinet of the minister and the department are happy with the very good cooperation, which is characterized by trust, reliability and great empathy!
Your keen analytical power was very impressive and helpful.
Thanks again for the really excellent advice! This doesn't happen often in the given quality.
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