Most companies use employee satisfaction surveys every year to gauge employee engagement and also to fine tune some policies related to human resource that can increase employee retention.
Our attempt here is to provide an example of such a process to be conducted in a company whose primary issue is that higher employee turn over in the first year after employees join them.
A group of analysts have been given the task to gather data, analyze the results and present it to stakeholders.
They identified the whole project in to different stages
stage-1: Define goal of the program
Team asked some basic questions to stakeholders to decide the goal and accomplishment benchmarks.
- Do you have historical data collected from new employees who joined in the last 5 years?
- Do you have top 3 reasons in mind(based on experience or exit interviews) why new employees leave the company within a year?
- What is your goal of employee retention(in percentage) in the next year?
- What needs to happen to label this exercise as success(any percentage improvement in retention)?
- Do you know any managers within the company whose departments have higher retention and do you know if they are doing anything differently?
- Team defined timelines of the program with a final date of completion
Stage-2: Data collection
- Team prepared a questionnaire for new employees and asked managers of all departments to try and get the maximum participation from employees.
- Team also established rules for who would have access to this data once it is available.
- Team also decided that only few members will have access to raw data collected from employees. Others will have access to a modified data after some sensitive information like salary etc. removed- this is to protect the privacy of the data. If employees were told that survey would be anonymous, then employee name would be removed from the data before sharing it to stakeholders.
Stage-3: Analysis
Once data is collected, then analysts are now analyzing the data using tools available to them and generated some insights from it.
Stage-4: Share the findings
Team shared the insights with managers of the company and asked managers to share results with their teams. This ensures that employees are aware that their feedback is taken seriously and management is working on it sincerely to bring necessary changes.
Stage-5: Action
Team worked with the leaders of the company to decide how and if any changes are being implemented based on insights received from the program
Team also convinced management that such program should be done next year too in order to gauge the success/failure of this effort.
In the company that I worked for, when a similar program was run, they identified that new employees are unhappy with knowledge sharing/training sessions and found that these sessions do not prepare them for success to work in this company.
Another insight that came from it was that new employees felt that first performance evaluation was not transparent and they did not felt appreciated for their work. They felt that their presence was not valued.
Based on it, senior management implemented some changes and when the survey was done, results improved by 15%
No comments:
Post a Comment