Employee survey with infas
Economy faces ongoing massive changes: mergers, structural changes, cost reductions, and increasingly worsening competition for qualified personnel are a part of daily routine and perpetually demand entrepreneurial top performance. Thus the employees are in the focus of interest. No company can afford lacking commitment, qualification gaps or want of motivation. For that, the level of staff coverage is too low by now, the demands by continuous change too high.
Moreover is true: employee motivation, loyalty and commitment contribute significantly to a company's success. Responsible management has these parameters firmly in sight – even right up to the last detail. Therefore, infas provides the right instrument: the infas employee survey is a complete census of a company's entire staff in order to precisely measure and analyse motivation, loyalty and commitment. The instrument captures the geography of a company by surveying as well as analysing regional, organisational and hierarchical sectors in a differentiated manner. This results in a comprehensive and differentiated picture of the company as a whole and in detail. Just once for the status quo or continuously with a monitoring system.
The purpose of conducting employee surveys is to get to know the employees' attitudes and opinions as well as to obtain an unadorned picture of the current situation. Moreover, they allow for personnel-oriented key data as a useful addition to economical parameters.
More frequently companies rely upon employee surveys in order to support or initiate processes of change and involve colleagues actively. These surveys are helpful for the identification of sectors or departments, which are sympathetic to changes. Furthermore, they pinpoint the motivating signals for this group, and provide indications for potential resistances and challenges to be expected in the course of the implementation of the upcoming processes of change.
The infas employee survey provides answers to, amongst others, typical questions:
- Where - from the employees' point of view - is room for improvement concerning working procedures?
- What triggers the employees' best performance?
- What is important for them and for their work?
- To what extent are the employees prepared for changes?
- Do the employees understand that sometimes an enormous pressure to perform weighs heavily on the company, and are they willing to make sacrifices?
- Which organisational units are loyally committed to the company's objectives? Where does this apply to a limited extent only?
- What concessions are the employees willing to accept?
Clear focus on the essential
The focal points of employee surveys mainly are questions regarding satisfaction with:
- supervisors
- working conditions and procedures
- corporate communicatopns and information flow
- promotion and payment
The infas approach transcends these problems by allowing for gaining a clear understanding of the employees' motivational structure. Therefore, the manifold aspects of job satisfaction and motivation as indicators have to be implemented in the questionnaire in a way that the questions in fact "measure" what is intended to be surveyed. Out of an extensive data base of questions infas can access standardised and valid questions, which will be conformed to the corporate-specific requirements.
Against this backdrop comparable key data concerning motivation, loyalty, commitment, and customer orientiation can be made available. Those are suited to be used for instance for agreements of objectives or Balanced Score agreements.
The infas approach: differences in detail!
Motivation and loyalty of employees often vary within a company more widely than in intrasectoral comparison. The differences in detail, such as between departments and subsidiaries, frequently are substantial.
Thus infas deals with employee surveys in-depth: In addition to a superordinate overall analysis, each organisational unit (department, division) will be scrutinised comprehensively as well as separately. Each department, work unit will be provided with an individual analysis. Nobody will be lost amidst the superordinate overall analysis; the entire staff will be addressed by individual outcome analyses. The outcome interpretation will be assessed in a differentiated manner.
In fact, not every assumed flaw is one: whereas a sales department should know about a company's products, accounting or legal department can do a good job without knowing the portfolio. The infas employee survey takes into account the different requirements of and expectations towards the staff. Internal and external classification of the results permits different assessments and interpretations on management level, promotes competition on department and employee level as well as stimuli for changes.
Services of the infas employee survey
infas takes into account the corporate-specific demands with a set of questions that can be adapted to the required circumstances. This set is suited for corporate groups as well as small and medium-sized enterprises (SMEs). The employee survey can be implemented and conducted on national or - multilingual - on international level.
The survey will generally be conducted by written, online, personal interview, or by method mix, according to the requirements. The researched results' differentiation will be compliant with data protection regulations; yet, fragmented enough for each supervising employee to promptly receive his or her individually tailored direct report. Additionally, corporate-specific, internal benchmarks will be included. They serve objectivity and broaden the employees' minds by focussing on the strengths and weaknesses of their department, but also of the company.
The infas employee survey is an efficient and expeditious instrument of research. Thus, it meets the staff's expectations, since the response to survey results, e.g. implementing optimisation programmes, should start subsequently without the least delay. Prompt feedback only will be acceptable to all parties involved. infas is in a disposition to produce several hundreds of individual direct reports for the respective corporate evaluation units within a few days. This is an automated process at infas, which guarantees quick and quality assured dispatch on all levels.