Employee Satisfaction Survey
It is not something new in companies to distribute Employee Satisfaction Surveys to get feedback from employees regarding company growth and employee expectations. Such surveys are always designed based on company culture and specific feedback which the management wishes to review. As a result, there is no industry standard when it comes to surveys and it will vary by each company.
Today I am not going to go through how to formulate surveys and the various questions or descriptions highlighted. Instead I would like to touch base on respondents of the survey, which in this context is the employee.
When you work in different continents within a huge corporation, and if you are a part of the management, you would need to understand that the value of evaluation differs by region. In Western countries, an employee may rate their company a score of “5” for areas which excelled out of a score of 1 to 5 whereby the highest mark is 5. However, in the East, due to humbleness, a rating of excellent might get a score of “4” instead of “5”. It is also not uncommon for neutral scores of “3” to come up on surveys
Results from surveys will vary as well depending on the generation make-up of the company. If the company consist mostly of Gen.X (those born between 1965 to 1984), a generation heavily influenced by the Baby Boomers and also the youngest generation to enter the digital era, then you may get a feedback with a mix of humbleness and openness. On the other hand, if the company consist mainly of Gen.Y (those born between mid 1990s to early 2000s), then you may see results that would be expected from the West. This is much attributed to the growth of Internet accessibility which breaks down geographical barriers between the East and West.
Competition will also influence the results in surveys. Companies located in regions with high competition in terms of career growth, benefits, learning and exposure will see different results compared to a company located in a region with low competition.
Every company has different management teams, some are run by the Baby Boomers, others by the Gen.X. There are also new startups which are run by young CEOs from Gen.Y and Gen.Z. Each generation has their own way of doing things and unique culture, it is this difference in management styles that influence the company and as a result affects the outcome of a Company Satisfaction Survey.
Apart from the 4 main items mentioned above, of course there are other factors that affects the feedback from the survey, but nonetheless, the point is to ensure that company management understands the uniqueness of the feedback and never make assumptions based on a generic questionnaire. The feedback should be fair and open when it comes through a survey.
I hope you enjoyed my 2 cents on the topic and I welcome your feedback as well. Do feel free to leave your comments below for further discussion.