Instead of just a measurement with a subsequent assessment, a development process is created throughout the organization with a workplace survey as a starting point. It provides a starting point so that all employees and managers can then shape the work environment they need to meet the task they have together.
Time to leave the employee surveys for a development process?
Create an ongoing development process
Build a collaborative group over time
Increase efficiency
Fix what you think is important immediately when they arise
Sort out contradictions instead of hoping/complaining about everyone else who does not do as you think
Employee surveys have a negative effect on culture
The employee surveys have begun to affect the workplace culture in a negative way. Too many managers are afraid to make decisions, which could lead to employees giving them a negative assessment. You absolutely do not want to get red and preferably not yellow either. Managers who adapt too far let go of their responsibilities in the role. Today, even more people find it difficult to say no, set boundaries and make demands. We believe that this is related to the employee surveys.
The total anonymity of employee surveys has led to people not telling colleagues and their boss what they react to. Managers are often told that what I am saying now, you are not allowed to talk about, but I want you to do something to improve the situation. How should it go when it concerns two people who do not work together and where both think there is something wrong with the other?
A manager must create a good culture around him, lead the business towards set goals, ensure that employees have meaning, comprehensibility and manageability in their work situation. Together, the group will deliver requested results at the right qualitative level. There is a lot going on in the outside world, which is an obstacle to this, if it is not handled properly.
Instead, create a development process throughout the organization
A workplace survey reflects the conditions for the business, cooperation and leadership. The basic form is scientifically proven, after which we can make adjustments to your needs. Instead of a measurement, you create a development process within the entire organization where employees and managers are helped to shape the work environment they need, to meet their mission. The workplace survey provides a picture of the starting point and is a starting point for a joint analysis of strengths and weaknesses. Together, they discuss what and how they want to develop the conditions for their own way of working. You learn a developing approach, take advantage of the strengths and solve your problems.
Keep the commitment
The workplace survey helps the group to see what they are achieving along the way, which is needed to keep the commitment up for the development process. One did not get caught up in an assessment of individuals’ performance. The following year, the results come with comparisons. Then you see if you have achieved set goals, gaped over just the right amount and decide what you now want to focus on for next year.
Through this process, everyone is taught to constantly work on creating the work environment they need and to take joint responsibility for what happens. Do not shift responsibility to the manager or to the HR department. The goal is a culture in the workplace that is characterized by development and shared responsibility.
Content of the workplace survey
1. The mission
- understanding of the mission
- knowledge of market and customer needs
- how these are broken down within the organization
2. Conditions for the business
- how the operation works
- the management group’s work and level of competence
- the linking within the organization
- understanding of the different processes you work with
- ability to handle the handover between different groups in the processes
3. The leader’s role
- anchoring of decisions and subsequent measures
- access to information about the business and one’s own work
- the relationship with the leader
- collaboration within the group
- cooperation with other groups
4. The role of the employee
- conditions for carrying out their work
- handling of contradictions
- meaningfulness, comprehensibility and manageability in one’s own work
- commitment and motivation
Workplace survey reports
Anonymous but open in their own group
The presentation of the material guarantees anonymity outside the respective group. Each group gets their own result openly reported, so that they within the group see how the others have responded. Otherwise, they can not handle their needs themselves. (As an effect of the work in the development process, everyone will learn to listen to each other and better understand the different needs and opinions that exist. Important for the group to reach a consensus.) This group report is never disseminated outside the group with its leader. All superiors receive anonymous material where they can distinguish between the mean values of different groups and the distribution within these.
The different parts of the results of the reports
Click on each part for more information
Overall result (anonymous)
The report is sent out to all respondents and provides an overall view of the organization’s strengths and what needs to be improved.
Comparisons between departments (anonymous)
This part is sent to the highest manager of the organization in order to be able to quickly and clearly see how different departments differ from each other in the organization. It contains averages of all question areas sorted by each department.
Results for own department (anonymous)
The head of department gets the overall result for his department.
Comparisons between department units (anonymous)
The results of the various units are reported anonymously per question area and with their improvement needs.
Results for own device (not anonymous)
In addition to the unit’s overall results, the answers are reported openly question by question, ie the manager and employees can see what they have answered. This means that one can directly read the spread of perceptions and see patterns for the discussion of measures.
Analysis and support to work further with the material
Kontura’s consultants analyze the results at all levels to formulate questions that are at the end of each report. The manager and employees can choose to discuss these. Finally, we support your managers as discussion partners before working with the groups.
- Part 1
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Overall result (anonymous)
The report is sent out to all respondents and provides an overall view of the organization’s strengths and what needs to be improved.
- Part 2
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Comparisons between departments (anonymous)
This part is sent to the highest manager of the organization in order to be able to quickly and clearly see how different departments differ from each other in the organization. It contains averages of all question areas sorted by each department.
- Part 3
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Results for own department (anonymous)
The head of department gets the overall result for his department.
- Part 4
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Comparisons between department units (anonymous)
The results of the various units are reported anonymously per question area and with their improvement needs.
- Part 5
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Results for own device (not anonymous)
In addition to the unit’s overall results, the answers are reported openly question by question, ie the manager and employees can see what they have answered. This means that one can directly read the spread of perceptions and see patterns for the discussion of measures.
- Part 6
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Analysis and support to work further with the material
Kontura’s consultants analyze the results at all levels to formulate questions that are at the end of each report. The manager and employees can choose to discuss these. Finally, we support your managers as discussion partners before working with the groups.
What results can be deduced with the help of the Workplace Survey?
Example of a workplace survey
Utvecklingsprocessens uppbyggnad
Six different steps with the development process
- Anchoring the upcoming work. What should be done, why should it be done? What do we think we can gain from the implementation? Is it important to us? A purchase of the upcoming work is needed to increase motivation and commitment
- Determination of the starting position. Everyone has the overall material for the organization and for their own group
- The ensuing discussion about how the work works and what you want to improve
- Joint decisions about what you want to improve/change
- Implementation
- Evaluation after one year through a new survey.
Customization
Book a free meeting with us to discuss how the workplace survey can be applied to your business. We always adapt it based on your reality and your needs. Of course, it is possible to change or add questions, but we always ensure that the questions are asked correctly and measure the right factors.
Get in touch
Contact us if you are thinking about how you can create a development process throughout the organization with a focus on shaping a good work environment to meet the mission of your organization. Call us on 08-56 46 09 90 or send us a message via the form below and we will contact you!