| There was one movie where a teacher gave | | | | offered a higher salary by a competitor? |
| all of her students an initial grade of | | | | 2. You can get a feedback about |
| A. When asked why she did that, she said | | | | work-related issues. |
| that it is harder to maintain this high | | | | When distributing human resources |
| grade rather than starting from scratch | | | | surveys, be as direct and specific as |
| and earning it. | | | | possible. Ask you employees what they |
| The same principle can be applied in the | | | | think of the food in the pantry. |
| corporate world. It is easy enough to | | | | Are their earning enough money? Do they |
| hire new employees rather than keeping | | | | feel as if their requests regarding |
| them satisfied in the workplace and | | | | employee benefits are being processed on |
| making them stay on their current jobs. | | | | time? How do they feel about their |
| Take a look at these quick facts: | | | | immediate superiors? |
| - Companies find it ten times more | | | | What do they think of the existing |
| costly and time-consuming to hire and | | | | office rules and company regulations? |
| train a new employee rather than keeping | | | | How do they rate the overall operations |
| an existing employee. | | | | of the company from a scale of one to |
| - An employee who leaves a company does | | | | ten, ten being the highest? |
| not usually voice out his or her exact | | | | By asking such important questions, your |
| reason for leaving. Although the most | | | | employees will feel that you care enough |
| common causes are dissatisfaction with | | | | to ask them about what they think and |
| the salary, co-workers or the work | | | | send a message that you are going to do |
| environment, there are real reasons | | | | something about the matters that they |
| behind the supposed reasons why | | | | find dissatisfactory. |
| employees leave their jobs. | | | | 3. You can figure out potential |
| - Most companies fail to hear out the | | | | problems. |
| concerns of their employees when it | | | | From the feedback and results of the |
| comes to compensation and other | | | | human resources surveys, you can point |
| work-related concerns. | | | | out potential problem areas about the |
| Basically, the thrust of these facts is | | | | general operations of your company. |
| that it is more difficult and time | | | | If there are a lot of complaints and |
| consuming to hire new employees rather | | | | negative feedback about the slowness of |
| than keep the new ones, so why not just | | | | the processing of employee benefits, you |
| keep your existing personnel satisfied | | | | can take action and see to it that the |
| and not give them any reason to leave | | | | process is improved. |
| their jobs? | | | | You can further work on the perks and |
| One of the most effective ways to know | | | | benefits that your employees find |
| your employees are thinking is by | | | | satisfactory. |
| distributing human resources surveys. | | | | All in all, human resources surveys are |
| Here are the advantages of human | | | | the key into the minds of your |
| resource surveys: | | | | employees. Your goal as a company is to |
| 1. You would have an idea if your | | | | provide the best products and services |
| employees are satisfied with their | | | | that you can offer, while maintaining |
| current compensation. | | | | the satisfaction of your local personnel |
| The rule is, you will never know unless | | | | and turning your company into one of the |
| you ask. You might think that a clerk or | | | | best places to work for. |
| your receptionist is earning enough, but | | | | By having a glimpse of your employee's |
| what if she thinks otherwise? | | | | minds, you would know what to do about |
| Most employees feel that they are | | | | their complaints and take measure to |
| overworked and underpaid, and isn't it | | | | improve the things in your company that |
| better to know beforehand what exactly | | | | they find lacking. Thus, you will have a |
| they are thinking before they hand you a | | | | satisfied work force who will help your |
| resignation letter because they were | | | | company climb its way to the top. |