How Do I Deal With Employee Attitude?

Employee attitude survey refers to a series of activities such as designing a questionnaire for a certain problem, and analyzing the employee's attitude towards the problem based on the survey results. The employee attitude survey is one of the tools for organizational diagnosis. The main purpose is to find out the current and potential problems of the organization through the reactions and opinions of the employees, and then improve the problem points to increase the commitment and professionalism of the employees.

Employee attitude survey

Employee attitude is a major factor in determining employee behavior. It largely shows how employees feel about their organization, department, and work, as well as managers and other employees. Therefore, one of the most objective and economical ways to evaluate the human resource status of an enterprise is to conduct an employee attitude survey.

For example, the human resources department of a company issued 700 employee attitude questionnaires in response to the issue of the company's canteen, and recovered 567. From these questionnaires, the Human Resources Department identified areas where employees were dissatisfied (such as: sanitation environment, service attitude, food expenses, etc.), and formulated an action plan to improve it and make multiple changes.

The most commonly surveyed questions are job satisfaction, wages and benefits, supervisor's job and attitude towards the company as a whole. The methods of measuring and surveying are mainly questionnaire (scale), interview, behavior observation, and measurement. The tabular method is usually carried out using standard scales. The paper attitude survey is the most common for employee attitude surveys, but for large enterprises, a webpage survey is generally used.

Employee attitude surveys generally serve three purposes:

1. Measurement, which helps managers understand objectively and accurately the employees' motivation and morale, as well as key issues such as enterprise development, work itself, and work efficiency.

2. Communication is an important channel for managers to communicate with employees. It provides employees with the opportunity to communicate personal emotions, beliefs and ideas, so that employees can use this opportunity to build their work world. It also provides an opportunity for managers to express their concerns to employees.

3. The management process, that is, the results of the investigation can help the company find problems and correct mistakes.

When an organization wants to implement a new initiative or a new reform, employee attitude is the key factor that determines its success or failure. Understanding the attitude of employees in a timely manner is very important for effective leadership decisions. Employee attitude surveys can be conducted through interviews or questionnaires. This employee attitude survey should follow the general procedures of the survey. General guidelines to follow during an employee attitude survey include:

1. The investigation should be conducted continuously. Don't imagine that all problems can be solved by one investigation.

2. Since surveys are conducted frequently, sampling surveys need to be considered to reduce survey costs.

3. Try to apply the survey results to specific human resource management policies and practices.

4. Investigate with the help and guidance of experts.

5. Make employees feel confident during the investigation.

6. Involve employees in survey design.

7. Let employees know how the survey results can help improve performance.

Employee attitude surveys can be conducted by human resources experts within the organization or by external consultants.

Through the employee attitude survey, we mainly understand the employees' attitudes towards managers, their attitudes towards the work they do, and their attitudes towards the effectiveness of human resources management activities. Through an effective employee attitude survey, companies can not only use this to evaluate their own human resource conditions, but also benefit greatly in the following areas: get a lot of suggestions on organizational development; get a basis for making improvements in policies and practices ; Express the managers' concerns and willingness to involve employees in the decision-making process of the organization; give employees the opportunity to express their feelings about the organization; find out the complaints among employees.

When conducting an employee attitude survey, top management must commit to feedback the findings to employees and promote the required changes based on the survey results. Otherwise, employees will think that the investigation is a waste of time, they will feel cheated, and the trust in the organization may not be as good as before the investigation. Keep in mind that employee expectations have been raised during employee attitude surveys. If this expectation is not fulfilled, it may increase employee complaints and undermine employee morale.

If done properly, employee attitude surveys can give HR managers very valuable information about what employees are thinking. The results of the survey can also specify the situation with respect to productivity, turnover, absenteeism, lateness, work group efficiency, restructuring of the organization and employee-enterprise relations.

At present, the world's most authoritative employee attitude survey and consulting company has not yet entered the Chinese mainland market. The real multinationals that operate are Gallup, but also have very little business in employee attitude surveys.