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Posts Tagged ‘employee relations’

If a building’s broken window is not repaired promptly it doesn’t take long for many of the building’s other windows to be broken. Resolving problems when they are small will prevent them from developing into serious problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction spreads like wildfire and in a surprisingly short period of time you’ve got morale problems of the kind that are notoriously hard to fix.

To ensure that your employees are happy you need to understand what their problems and concerns are and it is important to deal with them early on. Keeping the initiative is important and it is nearly always better to give a little and often.

This turns out be a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. Most employees prefer their management to take the initiative without being prompted and by doing so management can operate from a position of strength. Employees like strong, confident management and the management will gain the respect of the workforce if they take time to understand the issues.

Compare that with managers who are out of touch. If they are late in addressing problems they are always on the defensive, having to concede to demands they run the risk of losing credibility which in turn can lead to having to agree to less reasonable demands. It’s not big and it’s not clever.

How then can an organization monitor the morale of the employees without a big budget and an abundance of spare time?

offers a solution. They represent a quick, easy and low cost solution. Surveys can be created in minutes and deployed in seconds, with the results compiled in real time; and by using email and websites they cost nothing to disseminate.

The ideal delivery platform is the corporate intranet.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With an online survey’s ability to produce results in real-time the mood of the employees can rapidly be gauged and concerns highlighted both on a collective and individual level.

A company can use survey results to highlight problem areas and then use follow-up surveys to target specific concerns. With good information managers are able to get to the root of specific problems and prepare a considered response.

A major advantage of regular surveys is that they allow companies to address relatively small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where what might be seen as a insignificant incident explodes into a torrent of pent up anger.

The majority of employees appreciate being consulted, asking their opinion is not a sign of weak management but an indicator of good decision making.

It’s unusual to find, but there it is – sometimes management problems can be solved with something that is quick, easy and won’t break the bank.

Left alone it doesn’t take long for a building with a single broken window to rapidly become a building with many broken windows. Problems that are fixed when they are small will stop them from developing into more serious problems.

When considering the level of employee satisfaction the same is true. Dissatisfaction can spread rapidly throughout an organization and before you know it you can have morale problems that can be hard to resolve.

To ensure that your employees are happy you need to understand what their problems and concerns are and it is important to deal with them early on. It is important to keep the initiative and a good tip is to give a little and often.

This turns out be just a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. The majority of employees would prefer their managers to act without being prompted and by doing so they prevent the situation where they have to address employees’ concern while on the back foot. Employees like strong, confident management and the management will gain the respect of the workforce if they take time to understand the issues.

Compare that with managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn could lead to further and less reasonable demands. It is neither big nor clever.

How then can an organisation monitor the morale of the employees without a big budget and an abundance of spare time?

Online employee surveys. They are quick, easy to use and a low cost solution. Surveys can be written and deployed in seconds, using email, web links and social networks they cost nothing to disseminate and the results are collated and displayed in real time.

A corporate intranet is the ideal delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With an online survey’s ability to produce results in real-time the mood of the employees can rapidly be gauged and concerns highlighted both on a collective and individual level.

Organisations can use survey results to identify problem areas and then use follow-up surveys to target specific areas of concern. With good information managers are able to identify specific problems and prepare a considered response.

By conducting regular surveys companies are able to address small problems before they grow into much bigger problems that are then more difficult to address.

And don’t forget that the majority of employees appreciate being consulted so asking their opinion is not a sign of weakness but an indicator of good decision making.

Once in a blue moon a manager’s problem can be solved with something that is quick, easy and won’t break the bank; that looks like a blue moon.

Left alone it doesn’t take long for a building with a single broken window to rapidly become a building with many broken windows. Fixing problems when they are small will prevent them from developing into more serious problems.

When considering the level of employee satisfaction the same is true. Dissatisfaction can spread rapidly throughout an organization and before you know it you can have morale problems that can be hard to resolve.

To ensure that your employees are satisfied you need to appreciate any day to day concerns that they may have and deal with them quickly. Keeping the initiative is really important and the secret is that it is better to give a little and often.

This turns out be a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. The majority of employees would prefer their managers to act without being prompted and by doing so they prevent the situation where they have to address employees’ concern while on the back foot. Employees look for strong, confident management and having a proactive approach and taking time to understand the employees’ issues will gain the respect of the workforce.

Compare that with managers who are out of touch. Arriving late to a problem they are on the defensive, their credibility at risk as they may have to concede to demands which can lead to further and less reasonable demands. It is neither big nor clever.

The question is how one goes about monitoring the morale of a company without throwing money at the problem and without the luxury of having spare time?

offers a solution. Online surveys are quick, easy and low cost. Surveys can be created in minutes and deployed in seconds, with the results compiled in real time; and by using email and websites they cost nothing to disseminate.

A corporate internet is the ideal delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the ability of online surveys to produce real-time results the mood of the workforce can instantly gauged and collective and individual concerns highlighted.

Using the survey results companies can quickly identify problem areas and follow-up surveys can be used to target specific concerns. With good intelligence managers are able to identify specific problems and prepare a considered response.

A major advantage of regular surveys is that it allows a company to address small problems in a timely manner avoiding ‘the straw that broke the camels back’ syndrome where a relatively insignificant incident unleashes a torrent of pent up concerns.

It should not be forgotten that most employees appreciate being consulted and asking their opinion is not seen as a sign of weakness but an indicator of good decision making.

It’s unusual to find a solution to management problems that is quick, easy and won’t break the bank but here one is.

Left alone it doesn’t take long for a building with a single broken window to rapidly become a building with many broken windows. Addressing problems when they are small will prevent them from developing into larger problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction can spread rapidly throughout an organization and before you know it you can have morale problems that can be hard to resolve.

To be confident that your employees are content you need to be aware of what their day to day problems are and you need to deal with them before they get out of hand. Keeping the initiative is really important and the secret is that it is better to give a little and often.

This turns out be just a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. The majority of employees would prefer their managers to act without being prompted and by doing so they prevent the situation where they have to address employees’ concern while on the back foot. Employees look for strong, confident management and having a proactive approach and taking time to understand the employees’ issues will gain the respect of the workforce.

Compare that with managers who are out of touch. If they are late in addressing problems they are always on the defensive, having to concede to demands they run the risk of losing credibility which in turn can lead to having to agree to less reasonable demands. It is neither big nor clever.

How then can a company monitor the morale of the employees without a big budget and an abundance of spare time?

Deploying online surveys would appear to tick all the right boxes. Online surveys are quick, easy and low cost. Surveys can be written and deployed in seconds, using email, web links and social networks invitations can be sent out immediately and for free and the results are collated and displayed in real time.

The ideal delivery platform is the corporate internet.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With an online survey’s ability to produce results in real-time the mood of the employees can rapidly be gauged and concerns highlighted both on a collective and individual level.

Companies can use survey results to expose problem areas and then use follow-up surveys to target exposed concerns. With good information managers are able to identify specific problems and prepare a considered response.

By conducting regular surveys companies are able to address small problems before they grow into much bigger problems that are then more difficult to address.

And don’t forget that the majority of employees appreciate being consulted so asking their opinion is not a sign of weakness but an indicator of good decision making.

It’s unusual to find a solution to management problems that is quick, easy and won’t break the bank but here one is.

If a building’s broken window is not repaired promptly it doesn’t take long for many of the building’s other windows to be broken. Problems that are fixed when they are small will stop them from developing into more serious problems.

When considering the level of employee satisfaction the same is true. Dissatisfaction spreads like wildfire and in a surprisingly short period of time you’ve got morale problems of the kind that are notoriously hard to fix.

To ensure that your employees are happy you need to understand what their problems and concerns are and it is important to deal with them early on. Keeping the initiative is vital and it is nearly always better to give a little and often.

This turns out be a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. There is little advantage for the employer to wait until they are prompted by the employee to make urgent change, if they are proactive the employer can operate from a position of strength and that in turn will help maintain the respect that their employees have towards them. Employees like strong, confident management and the management will gain the respect of the workforce if they take time to understand the issues.

Compare that with managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn leads to further and less reasonable demands. It is not big and it is not clever.

How then can an organisation monitor the morale of the employees without a big budget and an abundance of spare time?

The most obvious solution is to conduct an online employee survey. They offer a quick, easy and cost effective solution. Instead of weeks and months surveys can now be designed and published in hours and minutes, by harnessing the power of the internet invitations can be sent out instantly and free of charge using email, links on websites and postings on social networks; the results are collated in real-time and can be automatically displayed as charts.

The perfect delivery platform is the corporate internet.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the ability of online surveys to produce real-time results the mood of the workforce can instantly gauged and collective and individual concerns highlighted.

Organisations can use survey results to highlight problem areas and then use follow-up surveys to target specific concerns. With good intelligence managers are able to identify specific problems and prepare a considered response.

By conducting regular surveys companies are able to address small problems before they grow into much bigger problems that are then more difficult to address.

It should not be forgotten that most employees appreciate being consulted and asking their opinion is not seen as a sign of weakness but an indicator of good decision making.

Once in a blue moon a manager’s problem can be solved with something that is quick, easy and won’t break the bank; that looks like a blue moon.

If a single broken window is not repaired it won’t be long before more windows are broken. Resolving problems when they are small will prevent them from developing into larger problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction can spread rapidly throughout an organization and before you know it you can have morale problems that can be hard to resolve.

To be confident that your employees are satisfied you need to be aware of any day to day problems and deal with them before they get out of hand. Keeping the initiative is vital and it is nearly always better to give a little and often.

This turns out be just a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. The majority of employees would prefer their managers to act without being prompted and by doing so they prevent the situation where they have to address employees’ concern while on the back foot. Employees look for strong, confident management and having a proactive approach and taking time to understand the employees’ issues will gain the respect of the workforce.

Compare that with managers who are out of touch. Arriving late to a problem they are on the defensive, their credibility at risk as they may have to concede to demands which can lead to further and less reasonable demands. It is not big and it is not clever.

The issue, then, is how to go about monitoring the morale of a company without a big budget and without much spare time?

The first port of call should be an online employee survey. Online surveys are quick, easy and low cost. Surveys can be written and deployed in seconds, using email, web links and social networks invitations can be sent out immediately and for free and the results are collated and displayed in real time.

The ideal delivery mechanism is the corporate intranet.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With an online survey’s ability to produce results in real-time the mood of the employees can rapidly be gauged and concerns highlighted both on a collective and individual level.

A company can use survey results to highlight problem areas and then use follow-up surveys to target specific concerns. With good information managers are able to identify specific problems and prepare a considered response.

A major advantage of regular surveys is that they allow companies to address relatively small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where what might be seen as a insignificant incident explodes into a torrent of pent up anger.

And don’t forget that the majority of employees appreciate being consulted so asking their opinion is not a sign of weakness but an indicator of good decision making.

It’s unusual to find a solution to management problems that is quick, easy and won’t break the bank but here one is.

If not repaired it doesn’t take long for a building with one broken window to quickly turn in to a building with a lot of broken windows. Resolving problems when they are small will prevent them from developing into larger problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction can spread like wildfire and in the blink of an eye you can have the type of morale problems that are notoriously hard to resolve.

To ensure that your employees are satisfied you need to appreciate any day to day concerns that they may have and deal with them quickly. Keeping the initiative is really important and the secret is that it is better to give a little and often.

This turns out be just a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. Most employees prefer their management to take the initiative without being prompted and by doing so management can operate from a position of strength. Employees look for strong, confident management and having a proactive approach and taking time to understand the employees’ issues will gain the respect of the workforce.

Compare that with those managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn could lead to further and less reasonable demands. It’s not big and it’s not clever.

How then can an organization monitor the morale of the employees without a big budget and an abundance of spare time?

The most obvious solution is to conduct an online employee survey. They offer a quick, easy and cost effective solution. Surveys can be written and deployed in seconds, using email, web links and social networks invitations can be sent out immediately and for free and the results are collated and displayed in real time.

A corporate intranet is the perfect delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With an online survey’s ability to produce results in real-time the mood of the employees can rapidly be gauged and concerns highlighted both on a collective and individual level.

Companies can use survey results to highlight problem areas and then use follow-up surveys to target specific concerns. With good information managers are able to get to the root of specific problems and prepare a considered response.

By conducting regular surveys companies are able to address small problems before they grow into much bigger problems that are then more difficult to address.

And don’t forget that the majority of employees appreciate being consulted so asking their opinion is not a sign of weakness but an indicator of good decision making.

It’s unusual to find a solution to management problems that is quick, easy and won’t break the bank but here one is.

If not repaired it won’t take long for a building with one broken window to quickly turn in to a building with many broken windows. Addressing problems when they are small will prevent them from developing into larger problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction can spread rapidly throughout an organization and before you know it you can have morale problems that can be hard to resolve.

To be confident that your employees are content you need to be aware of what their day to day problems are and you need to deal with them before they get out of hand. Keeping the initiative is really important and the secret is that it is better to give a little and often.

This turns out be a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. If management wait to introduce change until they are prompted by employees then they risk having to implement change from a weak position. Staff like strong, confident management and this approach generates respect not least because someone has taken the time to understand some of the employees’ issues.

Compare that with those managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn could lead to further and less reasonable demands. It’s not big and it’s not clever.

How then can an organisation monitor the morale of the employees without a big budget and an abundance of spare time?

The first port of call should be an online employee survey. They offer a solution that is quick, easy and low cost. Surveys can be created in minutes and deployed in seconds, with the results compiled in real time; and by using email and websites they cost nothing to disseminate.

A corporate internet is the perfect delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the ability of an online survey to produce real-time results the mood of the workforce can instantly gauged, concerns highlighted both on a collective and individual level.

Businesses can use survey results to identify problem areas and then use follow-up surveys to specifically target raised concerns. With good information managers are able to identify specific problems and prepare a considered response.

Conducting regular surveys will allow organizations to address small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where a relatively insignificant incident unleashes a torrent of pent up frustration.

The majority of employees appreciate being consulted, asking their opinion is not a sign of weak management but an indicator of good decision making.

It’s unusual to find a solution to management problems that is quick, easy and won’t break the bank but here one is.