Job satisfaction questionnaire: Ideas that will reveal the truth
by Heat Recruitment
Could a job satisfaction questionnaire enable you to improve your business?
As a business leader, seeking a truthful and legitimate opinion of what it’s like to work in your company can be tough. Employees can be hesitant to open up to management, particularly if the feedback isn’t exactly positive. The popular term, ‘don’t bite the hand that feeds you’ come to mind.
Regardless of this, honest feedback is critical in order to make changes to business practice, to build the team up and to boost morale. So, with that in mind, creating a useful job satisfaction questionnaire is imperative to measure your employee engagement. It all starts with a well thought out range of questions that can uncover the truths about a day in the life of your office. We have some suggestions:
From the outset, it can be useful to offer the choice of anonymity. Chances are your employees will select this option, choosing to fly under the radar. However, you may on the off chance get a brave individual who would like to make their thoughts known. If this is the case, you can always follow up directly, outlining exactly how you will take their feedback on board and make the changes suggested. This personal touch will emphasise your commitment to feedback. Alternatively, offering anonymous comment as an option will encourage a more honest form of critique.
Questions to ask:
What is your least favourite thing about working here?
It may seem blunt, and you may be hesitant about reading the results, but this direct question is a really good way to get unsolicited feedback from your staff. You can also compare answers to see if there is an overarching issue that needs addressing within the business, this can then be marked as a priority. You may be pleasantly surprised with the results. If the worst thing about working in your company is ‘there isn’t enough tea’ – you have nothing to worry about.
How would you interpret your roles and responsibilities?
While you may have provided a detailed job specification, no job ever runs exactly as it does
on paper. It will be an interesting learning curve for you as a manager to see how an employee interprets their role and what exact responsibilities they are taking on. You may realise that some employees are going above and beyond. If so, are they ready for the next step in their career? Alternatively, some people’s current roles might not be reflective of what they do – prompting a change. This level of attention to detail will be highly respected by your team.
What can we do to improve the company culture?
It’s no secret that company culture is important to employees. You might think that you may have a vast plethora of perks in place and a team that gets on like a house on fire, but there is always more you can do to improve enjoyment of the job. Different perks appeal to different types of people, and as a manager it is your choice to accommodate these. As with critical feedback it can be useful to analyse the feedback and see what comes out on top – perhaps an overwhelming majority of people want to see flexible working implemented. While you may recoil in horror at this, a quick investigation could reveal a scheme that works well for you.
Where do you want the business to go?
When a business is your baby, it can be easily to get swept up in your own ideals and have tunnel vision. It can actually be really useful to take a step back and get a fresh perspective. Two heads are better than one, so listen to your team. Who knows? The right idea could spark your next big step in business, all you need to do is to invite feedback.
What attracted to you to work here?
If this isn’t part of your job satisfaction questionnaire, you could be missing a trick! In an economy struggling with a skills shortage and with ever-growing levels of employment, attracting new candidates can be really tough! By endeavouring to discover what it is that convinced each and every employee to leave their job and come to work for you, you can quickly build a check list of strong points. Many of these you can add to a job specification or feed back to a recruitment team. This message can then be translated to potential candidates – boosting your chances for a successful hire.
Of course, there are an abundance of questions you can include in a job satisfaction questionnaire, but the above are there to unearth the deeper feedback that is integral to enhance the longevity of your people. A business without employees is nothing, so be sure to check in and ensure that satisfaction is high. In doing so you can better your attraction strategies to build that talent pipeline that you need to grow.
If you’re still struggling, the friendly team at Heat Recruitment can certainly help with that too.
by James Ackland