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Take Your Company’s Pulse
By Heidi | November 1, 2005
When was the last time your company had an Annual Physical?
It’s easy to ask for (and receive) positive information. But how do you get the bad news you really need to know? If someone you knew continually ignored his annual physical, you would think he was irresponsible, even reckless. Yet how often do we give our own companies a physical?
Things you should be asking your employees:
- Are we doing everything we can in the best interests of our customers?
- Are we doing everything we can in the best interests of our company? (efficiency, ROI)
- Are we doing everything in the best interests of your work team? Other work teams?
- What do you like about working here?
- What don’t you like about working here? Why would you leave?
- Are there other things more important about working here than compensation and benefits?
- How could we do things better?
- If you were offered a comparable job in another company, would you leave or stay?
- What are the factors that make our organization successful?
Typical survey results that often shock senior management:
- No clear rules and procedures in place
- Don’t see how what I do fits into the big picture
- Inadequate opportunities for training or those I work with need better training
- Too much focus on/reward for bringing in new clients, while neglecting the old ones
- Employees feel neglected and morale really hurt by a few bad apples
- Manager’s mood swings create difficult work environment
- Inconsistency in how people are treated and promoted
- Our structure and rewards make teams work counter to each other
- Quantity more important than quality with my boss
- Manager overworks/doesn’t delegate—makes me feel inadequate
- Upper management too flexible and lenient with employees due to fear of turnover
- Employees not working for the good of the whole company—just their department or themselves
Don’t just throw away your money—target the real problems in your company with a Culture Vitality Survey. It is vital to the success of your company to check the company pulse and find out what is going on. No-one has incentive to offer accurate information, even in exit interviews, if they fear their feedback will be used against them. The anonymous survey method provides the internal feedback and quality information a senior management team needs to take the necessary and constructive steps to correct problems and show all employees that they are important to the company.
Contact us for a free consultation.
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