FOR INDUSTRY, CONSTRUCTION,
WAREHOUSES & MORE
Whether you measure at the exit, in staff rooms or at a meeting, you need to know why the employees are happy or not to make the right improvements. In eight seconds you get both overall satisfaction and ratings of your chosen factors. Is it for example the stress level, feedback from the boss or the teamwork that needs attention?
The solid impact analysis shows which factor has the highest priority, and the real value comes when you get this information updated regularly, instead of waiting for the yearly survey. With the Action plan you can be transparent and clear and show that you really listen. This is a substantial method to increase productivity and create efficient teams.
Some workplaces use an employee adapted Net Promoter Score (eNPS). It asks the question “How likely are you to recommend us (or “your workplace”) to a friend or colleague?”. The scale is 0-10 and only the top 9 and 10 are considered positive. This way the results show employees who would actually recommend your workplace and if there is any reason for improvement of your brand.
We recommend this in combination with a deeper analysis that can also point out what needs to be improved, which GreatRate also includes
Different departments or team leaders can ask their own questions and get specific reports and Action plans.
The simple segmentation gives different surveys to each target group. They can also get the same questions but the answers will be registered for each segment. Or you can use a more advanced question logic where a specific question is showed only to the respondents that meet a required pattern of responses. The admin system gives you full control and overview over the different paths. You can also summarize all answers.
Reach all data instantly in the fast and flexible cloud based admin – wherever you are, on your computer or mobile. Create surveys with ease and use our vast range of charts to view the results.
The segmentation panel lets you pick the correct time span, collection point and survey. You can even use each option in the survey to filter the results. For example you can show answers specifically from dissatisfied respondents. An adaptable hierarchy will work for any team size and the user specific access gives the structure your team needs.
We understand that the best outcome comes when the employees are really interested in the ongoing survey, which is why we are extra passionate about our method. When you are transparent with the conclusion and priority from the GreatRate analysis you engage the employees, showing them this survey actually leads somewhere. This will in return add more constructive dialogue, more specific conclusions and have a great impact on the employee satisfaction. The best report for this is the action plan, that comes automatically at your chosen interval and presents effective priorities. This one is especially suited for engaging and taking action.
Automatic daily, weekly, monthly and yearly reports can also be used for quick summarizes. The exporting functions are vast, and let’s you segment the results the way you like it. You can also choose between different file types, such as Excel, PDF and CSV depending on if you will present them right away or integrate with other systems.
Satisfaction in the workplace leads to much higher levels of productivity. Employees are more willing to work harder and create more efficient teams to improve the company and its goals. Employees that leave means a big expense since looking for new employees, hiring and starting the on boarding process costs much. A lot of time, knowledge and experience is put into the employees and you want this to benefit the organisation long term. High satisfaction means 76% more success in lowering the employee turnover.
It is important to include engagement and motivation in the term satisfaction. A satisfied employee could include someone with the goal to do as little as possible and is happy with a low tempo and easy tasks. Satisfied employees, in a broader sense, willingly work towards the fulfillment of the organization’s goals and objectives, eventually assuring profits and higher revenues. Therefore it is important to follow up several factors in the work environment. A main part of an employee satisfaction survey is to find and improve the key factors of that specific workplace or department to increase engagement and motivation. This could include level of stress, feedback from the nearest boss, teamwork and much more.
Satisfaction has a positive effect on what is communicated about your organisation. New talents are interested in a high satisfaction workplace but if the employees are badmouthing the organisation those negative opinions have twelve times the effect, and can therefore lead to disaster. This is especially important today because of the increasing size of each person’s network. But there is an even bigger win with high employee satisfaction and it’s effects – those organisations have 86% higher customer ratings.
It is important to state that the most common employee survey – the yearly, long survey – does not effectively gain these advantages. It is easy to think that everyone is heard but there are new demands of faster and better feedback in the workplace. So what can you do? With daily feedback in your workplace you get a completely different view of well-being. Make it fast, easy and anonymous so even those who are not heard as much get the chance to give their opinion. What you need is a feedback culture that invites employees to take part in the ongoing improvements.
Type: Wholesale & Warehouse Respondents: 1584/month Completion rate: 73%
Martin & Servera is a distributor for restaurants and caterers with over 2 900 employees. The warehouses are exciting and challenging workplaces, organizing millions of products. Listening to employees and keeping a fluent teamwork is important to maintain a good workplace – and being able to deliver to thousands of customers.
Martin & Servera uses GreatRate for four main purposes.
1. Measure satisfaction and finding areas that needs to be improved.
2. Measure the on-boarding process for new employees.
3. Measure quality of products.
4. Finding bottlenecks in production.
Martin & Servera uses floorstand kiosks to collect daily feedback from their employees.
The routine to improve employee satisfaction has two parts:
1. Identifying a factor that needs improvement
2. Get deeper insight in the prioritized factor for better improvements
First, let’s look at identifying a factor. Martin & Servera measure employee satisfaction daily. The floor stands are placed at the time clocks where every employee pass at the end of every day. The survey has two quick pages. The first asks about overall satisfaction: “How satisfied are you with your workday?”. On the second page they rate the following factors: Feedback from production leader, Workflow, Security, Teamwork and I know what is expected of me. The analysis – which is reported in an Action plan to easily communicate the results – identifies which factor has most negative effect and needs to be improved.
Secondly, the employees discuss the prioritized factor and splits it in five factors. They want to know how to best approach the problem. Take for example the factor Feedback from production leader. It is split into: Coaching, Present in production, Information, Trust and The leader pays attention to me. For a few days the first question is: “How satisfied are you with the feedback from your production leader?”. And the second page shows the specific factors. The analysis then shows which factor is the reason behind dissatisfaction. Getting a clear conclusion and solving a problem is fast and effective.
If the production leader then wants even more detailed feedback, the survey can dig deeper into one of the factors. Take Coaching for example – how is it best improved? It is split into the following factors: Equal treatment, Motivates teamwork, Developing my skills, Take part in the work itself and Has knowledge. In one specific case the conclusion was to prioritize the factor Developing my skills, which led directly to a better workplace.
The employees are engaged in the questions and factors in the survey, keeping them motivated to give feedback continuously. The daily feedback is also used to follow trends and find times that need attention. Even though the overall satisfaction shows the overall trend, 73% of the respondents complete the entire survey which is the base for deeper analysis. This is a clear and powerful method to gain higher employee satisfaction fast. And they learn a lot on the way which builds a foundation for a lasting, stable workplace.
New employees rate their introductions on floorstands or tablets that are passed around. This helps the company identify what needs to be improved. For example Information, Clarity, Activities, Tempo or Teamwork.
When handling perishable goods the staff can register the quality of the goods, and draw important conclusions. They can thereby handle them better and keep track of the suppliers standards.
Collecting feedback on different times and in different parts of the process gives a total overview of what works and what needs to be improved.