Employee Feedback Survey

Context

Background

A growing software development company with 120 employees contacted ESA to conduct an Employee Feedback survey. As an HR tool, employee feedback surveys guarantee anonymity and confidentiality and is a useful means of determining true employee opinion. It provides a quantitative and qualitative measure of employee satisfaction when utilized properly.

The key objectives ESA identified were:

  1. Improvement opportunities for employees.
  2. Reinforce what’s working for the employees while gaining insights into potential problems.

The Challenge

The Considerations

Employee factors ESA considered were Compensation & Benefits, Job Content, Teamwork, Relationship with Manager, Performance Management, Learning Opportunities, Support Systems & Processes, Leadership & Direction, Belonging and Integration, Work Environment & Communication.

Demographic groups were made and our analysis was done based on factors such as Age, Gender, Educational Qualifications, Organizational Level, Department & Designation / Grade.

ESA achieved a response rate of 89% with an email survey with care taken to ensure confidentiality and anonymity to encourage participation.

Solution

Our Findings

  1. Overall Satisfaction index stood at 73%. Meaning, 73% of employees reported being satisfied with their jobs.

  2. Key areas of strength that surfaced from the survey were employees’ ‘Relationship with Manager’ and ‘Teamwork’.

  3. The main areas of discontent that surfaced related to Communication, Performance Management and the availability of learning/ training opportunities. Employees also expressed concerns over cultural differences that were prevalent within the company.

  4. While most employees expressed excitement to be part of a growing and dynamic organization, job roles had changed too many times over the last year. This also led to gaps within expectation settings for the employees. Majority of the employees felt communication from leadership was not transparent and clear. They also expressed desires for more training programs and mentorship initiatives – only 25% indicated that they had clear career advancement opportunities.

Solution

The solution involved two key components

Prescriptive Analysis for Rule Compliance

Time-consuming HR tasks eliminated for you. We streamline / drive / deliver HR policies and procedures for various stages of the employee life cycle in your organization. Thus, enabling you to achieve operational HR objectives in line with the overall business strategy.

Enhanced Claims and Policy Validation 

Our portfolio of services range from HR strategies, expert advice on specialist subjects in Human Capital Management (HCM) to implementation assistance based on the business context as well as short term and long-term business needs.

Result

Our Actionable Insights

Streamline performance management with workshops on sensitizing managers & leaders on setting expectations clearly and conducting effective appraisal discussions.

Design an L&D framework with focused, instructor-led technical & behavioural training programs. Build a resource directory of Behavioural & Leadership Training required to build specific people competencies

Improve communication by establishing regular updates from Leadership, including townhalls, fireside chats, weekly mailers & monthly newsletters.

Implement structured career paths and growth indicators.

Conclusion

Conclusion

Changes were implemented over a six-month period and post that, a dipstick survey was conducted.

The survey showed an improvement in overall satisfaction from 73% to 85%. When employees realized that their feedback was taken seriously and changes suggested were getting implemented, they started to trust the system. There were noticeable differences in participation levels for the survey and follow-ups were minimal which was completed within timelines. 

Related

Case Study

HR Solutions

HR Solutions

HR Solutions

UMA ACHUTHAN

Managing Consultant

 

Uma brings nearly 25 years of experience in HR with Strategic, Operational and Leadership roles in Organizational Development, Human Resource Management and Learning & Development (L&D). Her core capabilities have been honed across organizations such as the Taj Group of Hotels, Tata Consultancy Services (TCS), Cerebrus Consultants, the RPG Group, e4e Healthcare and Thryve Digital Health LLP.

During her corporate stints, Uma has worked closely with senior leadership as well as business teams bridging gaps while designing and delivering programs aimed at upskilling resoruces and initiating change management. She has led sensitization workshops aimed at enabling global teams to learn trust, and build a collaborative work culture. During her consulting stints, Uma implemented competency-based talent development frameworks and global performance management processes for various clients.

As a trusted HR leader in business environments, Uma has delivered numerous workshops to address and nurture leadership at different levels of an employees’ career. Her multi-facted career has involved being part of forums set up to guide and support working women. Uma's work in this area grew to driving and delivering programs and focus groups equipping women with the skills required to navigate through bias, stay relevant during career breaks, assertive communication and many more relevant attributes. Being a certified EQ practitioner, she has used EQ interventions & coaching to better equip and empower women.

Additionally, Uma is a recognized, experienced investigator on Workplace Harassment & Prevention of Sexual Harassment (POSH). In this capacity, she has delivered multiple sensitization and capacity building workshops, and is an external committee member with global corporates in this sensitive domain.

Uma's avid interests include practicing traditional music and classical dance, while being a keen traveller and reader. She is an animal lover at heart, and constantly looks for excuses to interact with dogs or just spend time with the two of her own.

BINU ANJOU

Lead Consultant

 

With over 28 years of experience in Human Resource Management, Binu comes with deep knowledge of HR Operations, Employee Engagement & Talent Acquisition.

A large part of her career was with the erstwhile Tata Consultancy Services (TCS). During her stint at TCS, she has handled multiple portfolios across the employee life cycle including, Talent Acquisition, Onboarding & Orientation, HR Operations, Employee Connects.

Binu has been associated with ESA from inception working with our clients ranging from start-ups to Small and Medium Businesses (SMB). Her primary role is in setting up policies and processes, including conducting focus group sessions to drive the HR framework. She is also the main HR SPOC for these organizations.

Binu is a trained classical dancer and In her spare time, she loves dancing & cooking!

VEDAVALLI S

Consultant

 

Veda has 24 plus years of experience in Payroll Processing, Learning & Development, Talent Acquisition & Employee Engagement. As the Lead HR at with Spencer's Travel Services Limited, part of RPG Group, her proficiency was within areas such as performance management, learning & development, 360 Degree Feedback and running Employee Engagement Surveys across diverse business verticals. At ESA, she is instrumental in putting together the HR Roadmap for our diverse clients and driving key initiatives.

Veda's interests include listening to songs & cooking!