00:00
we've been hearing about the great
00:02
resignation since april but over the
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last several months research has shed
00:07
more light on what's behind this
00:09
troubling phenomenon
00:11
while covet and compensation are
00:13
certainly contributing factors recent
00:16
studies by mckinsey and gallup reveal
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that much of this retention tension has
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a surprising source poor company culture
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in fact with almost 6 000 workers
00:27
responding the mckinsey study found that
00:30
the top three reasons given by leaving
00:32
employees were all problems of company
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culture
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54 said they didn't feel valued by their
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companies 52 said they didn't feel
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valued by their managers and 51
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said they didn't feel a sense of
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belonging with co-workers
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wouldn't it be great if employers knew
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about these issues before their
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employees quit
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regular surveys can help you keep your
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finger on the pulse of employee
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satisfaction in today's episode we're
00:58
going to use surveys to explore the
01:00
relationship between company culture
01:02
employee satisfaction and retention by
01:05
the end you'll not only have a better
01:06
understanding of the culture problems in
01:08
your organization but you'll also feel
01:11
better prepared to face them head-on
01:14
today we'll discuss
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why conduct employee surveys
01:17
how to measure employee satisfaction
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with the e-n-p-s
01:22
and what to do with your survey results
01:25
jump right in
01:28
why conduct employee surveys
01:30
at the most basic level employers are in
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the business of managing people to
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collectively accomplish a task
01:37
but how can an employer effectively
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manage a workforce they don't understand
01:42
an instinct for understanding people can
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only go so far and the larger the
01:46
workforce the less accurate the instinct
01:49
you can't just assume you know what
01:51
employees think or feel and expect that
01:54
assumption to guide decisions toward
01:56
meaningful changes in company culture
01:59
likewise management training can prepare
02:01
you for how to engage with employees but
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it can't fully explain why your
02:06
particular workforce is not engaged the
02:09
best way to find out what's on workers
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minds is surprisingly simple ask them
02:14
that's why employee surveys can be such
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an insightful and useful retention tool
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if you want your people to stay you need
02:20
to better understand why they might
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leave
02:23
surveys are not only good predictors of
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employee behavior they're also an
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excellent way to influence it in other
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words they can help you better
02:31
understand employee satisfaction while
02:34
building your company culture at the
02:35
same time of course surveys provide
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employees an opportunity to be heard too
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if they feel heard which to be clear is
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not the same as actually being heard
02:46
they're more likely to feel valued by
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your organization
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that feeling of value can be just as
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important for retention as actual
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compensation
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and it only costs the company commitment
02:57
to collecting and acting on employee
02:59
survey data
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before we move on though i do want to
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add one caveat about conducting an
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employee survey
03:06
if leadership is not committed to
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listening and acting on workers concerns
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a survey can backfire
03:13
the announcement and administration of a
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survey will likely raise employee
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expectations and not following through
03:19
on feedback can ironically enough lead
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to disappointment and diminishing
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company culture
03:26
how to measure employee satisfaction
03:30
traditionally employers would track
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turnover and attrition rates to draw
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conclusions about retention but both of
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these metrics while useful can only give
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you a snapshot after talent is already
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out of the picture
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hr pros must be proactive to do so you
03:47
need to know what workers think while
03:48
you still have the opportunity to
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influence their thinking
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that's why i want to spend the rest of
03:53
this episode on how to measure employee
03:56
satisfaction using regular pulse surveys
03:58
and what to do with the results
04:01
at bernie portal we gauge satisfaction
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with employee net promoter scores or
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enps enps is a survey designed to check
04:10
the pulse of employee satisfaction
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the enps uses a single central question
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to elicit a lot of insight about
04:18
recruitment and retention on a scale of
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1 to 10 10 being the most likely how
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likely would you be to recommend working
04:25
at bernie portal to a friend
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we also add an open response box after
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the question so employees may elaborate
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on the score they gave
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we prefer enps because the single
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question simplifies employees buy-in and
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results in a single averaged number that
04:42
we can use quickly to draw conclusions
04:44
and to determine the best way to follow
04:46
up
04:47
so by now you may be wondering how to
04:49
easily administer a pulse survey like
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enps
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while standalone enps software exists
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it's more practical to use an all-in-one
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human resource information system or
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hris like bernie portal
05:03
in fact bernie portal recently launched
05:06
a new survey tool under our performance
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management feature we use it internally
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to conduct our own regular enps surveys
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this tool allows hr and leadership teams
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to send out surveys to their employees
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to gauge opinions on topics like company
05:20
culture employee satisfaction and
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employee performance
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bernie portal survey tool gives you four
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options according to whom the survey
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should be sent
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number one 360 degrees
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number two self-evaluation
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number three manager evaluation
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and number four manager and
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self-evaluation
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here at bernie portal we're committed to
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understanding our employees and to
05:47
helping our clients better understand
05:49
theirs so be on the lookout for a future
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episode where i'll cover in more depth
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how to conduct additional types of
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surveys and how to use the results
05:59
now once you've solicited and collected
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your responses what do you do with this
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information
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what to do with your survey results
06:09
the aggregate rating of enps will give
06:12
you an overall idea of how satisfied
06:14
your workforce is which is more useful
06:17
the more frequently you survey
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there are however diminishing returns to
06:21
doing it too often quarterly or annually
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is a good way to go you can set your
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survey up to be anonymous which can
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increase participation and encourage
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honesty but i would note that there are
06:32
culture building opportunities in
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following up with individuals who give
06:35
particularly low scores to the company
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if you've implemented weekly one-on-one
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meetings between managers and direct
06:41
reports it can be much easier to have a
06:44
difficult conversation such as why
06:46
they're unsatisfied and how the
06:48
organization can improve with that
06:50
targeted approach in mind i strongly
06:52
recommend sharing the results with
06:54
leadership to discuss what can be done
06:56
to address company culture issues that
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come up in this survey
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also in the interest of workplace
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transparency let employees know when you
07:06
implement a change as a result of their
07:08
feedback it will give your workforce a
07:11
better sense of autonomy and ownership
07:13
in the organization that kind of respect
07:16
is what retention is all about at bernie
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portal we've discussed survey results on
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company-wide calls and implemented
07:22
changes based on those results for
07:24
example employees had brought up
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concerns about parking so we took the
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opportunity to educate everyone in a
07:30
company-wide meeting about the parking
07:32
stipend we provided
07:34
similarly employees have requested more
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transparency around team member
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departures so we spent some time in
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another company-wide call addressing a
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few recent personnel changes
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i want to mention that like employee
07:47
surveys workplace transparency is an
07:50
excellent retention strategy i recently
07:53
dedicated an entire episode to
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explaining why and how transparency
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looks good on your organization i'll
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link to it in the description below
08:02
before i go i want to leave you with
08:03
some actionable next steps first
08:06
get buy-in from leadership as i
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mentioned earlier conducting an employee
08:11
survey without committing to following
08:13
through can actually be worse for
08:15
retention than if you've never sent out
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the survey at all
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next i recommend starting with the enps
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if you're new to conducting employee
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surveys the simplicity of the format and
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results make it ideal for your first
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survey
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and finally adopt an online survey
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solution like bernie portal it
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streamlines administration and reporting
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so that you'll have more engagement and
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a clearer picture of employee
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satisfaction
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don't let the great resignation get you
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down use employee surveys to stay up on
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satisfaction build up your culture and
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step up your attention and as always
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remember that your role is as strategic
08:59
that's all the time we have for this
09:00
episode don't forget to subscribe to our
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09:06
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09:09
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