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How to eSign a document: e-signature legitimateness for Employee Satisfaction Survey in Mexico

we've been hearing about the great resignation since april but over the last several months research has shed more light on what's behind this troubling phenomenon while covet and compensation are certainly contributing factors recent studies by mckinsey and gallup reveal that much of this retention tension has a surprising source poor company culture in fact with almost 6 000 workers responding the mckinsey study found that the top three reasons given by leaving employees were all problems of company culture 54 said they didn't feel valued by their companies 52 said they didn't feel valued by their managers and 51 said they didn't feel a sense of belonging with co-workers wouldn't it be great if employers knew about these issues before their employees quit regular surveys can help you keep your finger on the pulse of employee satisfaction in today's episode we're going to use surveys to explore the relationship between company culture employee satisfaction and retention by the end you'll not only have a better understanding of the culture problems in your organization but you'll also feel better prepared to face them head-on today we'll discuss why conduct employee surveys how to measure employee satisfaction with the e-n-p-s and what to do with your survey results jump right in why conduct employee surveys at the most basic level employers are in the business of managing people to collectively accomplish a task but how can an employer effectively manage a workforce they don't understand an instinct for understanding people can only go so far and the larger the workforce the less accurate the instinct you can't just assume you know what employees think or feel and expect that assumption to guide decisions toward meaningful changes in company culture likewise management training can prepare you for how to engage with employees but it can't fully explain why your particular workforce is not engaged the best way to find out what's on workers minds is surprisingly simple ask them that's why employee surveys can be such an insightful and useful retention tool if you want your people to stay you need to better understand why they might leave surveys are not only good predictors of employee behavior they're also an excellent way to influence it in other words they can help you better understand employee satisfaction while building your company culture at the same time of course surveys provide employees an opportunity to be heard too if they feel heard which to be clear is not the same as actually being heard they're more likely to feel valued by your organization that feeling of value can be just as important for retention as actual compensation and it only costs the company commitment to collecting and acting on employee survey data before we move on though i do want to add one caveat about conducting an employee survey if leadership is not committed to listening and acting on workers concerns a survey can backfire the announcement and administration of a survey will likely raise employee expectations and not following through on feedback can ironically enough lead to disappointment and diminishing company culture how to measure employee satisfaction traditionally employers would track turnover and attrition rates to draw conclusions about retention but both of these metrics while useful can only give you a snapshot after talent is already out of the picture hr pros must be proactive to do so you need to know what workers think while you still have the opportunity to influence their thinking that's why i want to spend the rest of this episode on how to measure employee satisfaction using regular pulse surveys and what to do with the results at bernie portal we gauge satisfaction with employee net promoter scores or enps enps is a survey designed to check the pulse of employee satisfaction the enps uses a single central question to elicit a lot of insight about recruitment and retention on a scale of 1 to 10 10 being the most likely how likely would you be to recommend working at bernie portal to a friend we also add an open response box after the question so employees may elaborate on the score they gave we prefer enps because the single question simplifies employees buy-in and results in a single averaged number that we can use quickly to draw conclusions and to determine the best way to follow up so by now you may be wondering how to easily administer a pulse survey like enps while standalone enps software exists it's more practical to use an all-in-one human resource information system or hris like bernie portal in fact bernie portal recently launched a new survey tool under our performance management feature we use it internally to conduct our own regular enps surveys this tool allows hr and leadership teams to send out surveys to their employees to gauge opinions on topics like company culture employee satisfaction and employee performance bernie portal survey tool gives you four options ing to whom the survey should be sent number one 360 degrees number two self-evaluation number three manager evaluation and number four manager and self-evaluation here at bernie portal we're committed to understanding our employees and to helping our clients better understand theirs so be on the lookout for a future episode where i'll cover in more depth how to conduct additional types of surveys and how to use the results now once you've solicited and collected your responses what do you do with this information what to do with your survey results the aggregate rating of enps will give you an overall idea of how satisfied your workforce is which is more useful the more frequently you survey there are however diminishing returns to doing it too often quarterly or annually is a good way to go you can set your survey up to be anonymous which can increase participation and encourage honesty but i would note that there are culture building opportunities in following up with individuals who give particularly low scores to the company if you've implemented weekly one-on-one meetings between managers and direct reports it can be much easier to have a difficult conversation such as why they're unsatisfied and how the organization can improve with that targeted approach in mind i strongly recommend sharing the results with leadership to discuss what can be done to address company culture issues that come up in this survey also in the interest of workplace transparency let employees know when you implement a change as a result of their feedback it will give your workforce a better sense of autonomy and ownership in the organization that kind of respect is what retention is all about at bernie portal we've discussed survey results on company-wide calls and implemented changes based on those results for example employees had brought up concerns about parking so we took the opportunity to educate everyone in a company-wide meeting about the parking stipend we provided similarly employees have requested more transparency around team member departures so we spent some time in another company-wide call addressing a few recent personnel changes i want to mention that like employee surveys workplace transparency is an excellent retention strategy i recently dedicated an entire episode to explaining why and how transparency looks good on your organization i'll link to it in the description below before i go i want to leave you with some actionable next steps first get buy-in from leadership as i mentioned earlier conducting an employee survey without committing to following through can actually be worse for retention than if you've never sent out the survey at all next i recommend starting with the enps if you're new to conducting employee surveys the simplicity of the format and results make it ideal for your first survey and finally adopt an online survey solution like bernie portal it streamlines administration and reporting so that you'll have more engagement and a clearer picture of employee satisfaction don't let the great resignation get you down use employee surveys to stay up on satisfaction build up your culture and step up your attention and as always remember that your role is as strategic that's all the time we have for this episode don't forget to subscribe to our channel and ring the bell to get notifications about the latest hr party one updates and new updates also join our hr party one group on weekends bye