Editor's note: It takes a brave employer to
want to know the truth. But in the end, "The truth shall set you
free", has never been more appropriate than listening to what employees
think about you and your company.
Employee
surveys are an ideal way to let some steam out, give honest feedback, and be
the catalyst for real change. As an employer, the first question you
have to ask yourself is, do you really want to know what employees
think? Your employees will tell you. Learn the ins and outs of
finding out what your employees think.
What Your Employees Want You to Know (But You Might Be
Afraid to Ask)
by: Jan B. King
This is a challenge for every company owner and manager. You have tremendous
plans for growth and expect a lot of your employees. But do you know if the
company is meeting your best employees’ expectations? Are you providing the
type of environment that supports high productivity and high quality? Do you
really want to know?
If you do, consider creating a Company Performance Review to find out what
your company culture really is. Find out how employees feel about their
environment and morale at your company. The Company Performance Review asks
employees if they see certain behaviors occurring at your company – behaviors
that could kill a company over time if left unchecked. It will help you
determine if there are ethical issues you need to be concerned about in your
company.
This review must be completed anonymously, or employees won’t be
comfortable answering honestly. The object is to make all employees suddenly
more aware that actions that are sometimes common in companies can do real and
lasting damage. It takes effort to increase the recognition of ethical issues to
make it easier to begin setting standards.
For instance, here are some questions you might consider asking employees –
but only if you are ready to deal with the answers in the whole culture (don’t
kill the messenger).
Do employees…?
Give a full days work for a full days pay
Accept gifts or favors from suppliers
Falsify time sheets or other reports
Gossip about other employees
Do other work on company time or with company equipment
Do managers or supervisors…?
Discriminate by gender or race
Allow unsafe or unhealthy work conditions
Discourage criticism
Forget or fail to give promised performance reviews or salary increases
Have unfair work performance expectations
Does top management…?
Ignore long-term problems
Live up to our mission statement
Provide rewards such as promotions on a basis other than competence
Mismanage company funds
Really care about employees
When you get the answers tabulated consider these thoughts:
Are there ethical issues you uncovered with this survey that surprised and
concerned you?
Are you setting the right example for employees?
Are you satisfied that the standards of behavior you have set are high
enough?
Are there items that should be added to this list that are unique to your
company or industry?
Do you have a policy and procedures manual or employee handbook that sets
standards on these issues?
Should some of these behaviors be cause for termination of employment?
Honest feedback can be hard to hear. I suggest you work with an industrial
psychologist or other professional to help you hear the positive message in the
survey results and formulate a plan of action. The real reward will come later
when you administer the survey a second time and the results have changed for
the better.
About The Author
Jan B. King is the former President & CEO
of Merritt Publishing, a top 50 woman-owned and run business in Los Angeles
and the author of Business Plans to Game Plans: A Practical System for Turning
Strategies into Action (John Wiley & Sons, 2004). She has helped hundreds
of businesses with her book and her ebooks, The Do-It-Yourself Business Plan
Workbook, and The Do-It-Yourself Game Plan Workbook. See www.janbking.com
for more information. jan@janbking.com
