HR Girl 4'11" Blog

Which Expression Would Your Employees Pick? - Employee Pain Scale

There are many creative ways to monitor your internal retention strategies, regardless of the size of your organization. However, the larger the organization, the likelihood of employees slipping through the cracks of satisfaction and eventually choosing to leave your organization.

Remember to make speaking with your managers, key staff and employees throughout the year a customary practice, in effort to take an active role in monitoring the turnover rates within the company.

Below, you will see my user-friendly Employee Pain Scale, which you can use in the event of an emergency, or during routine employee check-ups. Enjoy!

How Are We Doing? - Feedback Slips For Your Employees

Many companies offer a feedback slip to it's customers in order for them to receive critical feedback whether it be good or bad, in order for the company to monitor it's customers' satisfaction. Likewise, feedback should be an assurance that it's customers will continue to come back on a regular basis.

But what about your employees? Have you ever thought about a comment slot for them? Do you fear what will be said? Are you certain that your top talent will remain on board with your business?

Offering employees an opportunity to write down their thoughts and provide feedback in a confidential space is one of many positive steps towards retaining top talent and monitor your employees' overall satisfaction with their job, regardless of your industry.

A simple feedback program is of ZERO cost to you, therefore it is not necessary to purchase fancy software and/or facilitate long meetings. Simply print out a slip for them to fill out anonymously. Once they have completed it, they may place it into an assigned slot or with a trustworthy staff member (non management).

Here are a few questions that should be included on the slip, feel free to use this as your actual form:

Is your boss knowledgeable about the requirements for your position?	0	1	2	3	4	5
Do you receive feedback on the tasks performed; either correctly or incorrect?	0	1	2	3	4	5
Are decisions made promptly enough for you to have the materials necessary to complete your tasks?	0	1	2	3	4	5
Is your work space efficient for you to perform your tasks within reason?	0	1	2	3	4	5
Is your work space safe and cleared of possible hazards?	0	1	2	3	4	5
Do you feel as if you received proper training / orientation for the position?	0	1	2	3	4	5
Is there more training that you would like to have access to in relevance to your position?	0	1	2	3	4	5
Are you currently enrolled and utilizing the benefits offered by the company?	0	1	2	3	4	5
Are there more benefits that you would like to see offered by the company?	0	1	2	3	4	5
Do you feel as if you are able to use your skills for your position?	0	1	2	3	4	5
Overall satisfaction with your immediate boss?	0	1	2	3	4	5
Overall satisfaction with company benefits?	0	1	2	3	4	5
Overall satisfaction with company culture?	0	1	2	3	4	5
Overall satisfaction with your job?	0	1	2	3	4	5
What can we do to improve?	0	1	2	3	4	5
Cleanliness of the building (if outside company is responsible for cleaning)?	0	1	2	3	4	5
Quality of foods available in the lunch area?	0	1	2	3	4	5
Responsiveness of the HR Department?	0	1	2	3	4	5
Responsiveness of the IT Department?	0	1	2	3	4	5
Responsiveness of the Maintenance?	0	1	2	3	4	5
How likely are you to refer qualified candidates to work for this company?	0	1	2	3	4	5
Please share your thoughts on what we can do to improve your work life experience with us.:	0	1	2	3	4	5

Lower Management Beaker

  [caption id="attachment_36" align="alignleft" width="259" caption="Beaker and Dr Honey Dew"][/caption]  Have you seen Beaker in the workplace? Yes Beaker, the guy in the middle who upper management has habitually experimented hair brained ideas on, but those ideas somehow never worked out.

Poor Beaker is left to convey messages to the employees and outside vendors everything that upper management has demanded him to do without a proper plan, objective or execution strategy. He has been blown up, shrunk, cloned and still required to perform and back the decisions of upper management.

 

So Beaker’s role in this economy is the one who is standing in the line of fire from everyone because he has to look employees in the eye and tell them that their job is being eliminated. And he’s the one who attempts to give feedback on what’s going on in the workplace (mostly the negative), but upper management covers their eyes and ears to the information. Certainly Beaker and HR can relate to each other.

 

Have you seen Beaker? Do you feel like Beaker?