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Workforce surveys are effective tools to identify the employees current perceptions of management and their attitudes to the organization. Nevertheless, senior managers often discuss surveys in the context of many challenges and misunderstandings. Therefore, it is possible to identify benefits of employee surveys and discuss managers fears.
Benefits of Workforce Surveys
The first important benefit is the possibility to learn the employees real perceptions of implemented strategies, their attitudes, and intentions (Bordinat, 2014). Thus, according to Kirkpatrick (2009), the employee survey allows accentuating transparency in the organization. It is important for leaders to know the real opinions of employees regarding the work process. The second benefit is related to employees. While participating in surveys, employees understand that their opinion is meaningful for employers, and their performance and commitment can increase. Morrison, Olandunjoye, and Rose (2008) note that, in this case, it is insignificant whether the leader is female or male, the focus is on the employers interest in addressing the employees needs.
Senior Management Concerns
Managers can have many fears associated with conducting surveys in spite of their potential benefits. The first concern is that surveys are expensive initiatives (Kirkpatrick, 2009). This fear is associated with other ones regarding the selection of a questionnaire, time, and analysis among others. The second issue is that results can be undesirable, and the management will ignore them (Kirkpatrick, 2009). In order to avoid these fears, it is important to plan the survey procedure effectively and perceive the results as the employees opinions that should be taken into account and addressed in order to contribute to their job satisfaction and improved performance. The problem is often in the human resource managers failure to conduct and analyze surveys properly.
References
Bordinat, L. (2014). New types of employee assessments offer opportunities for employers and employees. Employment Relations Today, 41(2), 11-16.
Kirkpatrick, S. A. (2009). Workforce assessments: Fears and facts. Public Manager, 38(4), 55-60.
Morrison, J. L., Olandunjoye, G. T., & Rose, D. (2008). Effects of gender of executive leadership in management upon perceptions related to enhancing workforce diversity. Journal of American Academy of Business, 13(1), 79-85.
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