Employee Satisfaction Survey Strategies in Retail Sector: Understanding Employee Engagement and Rete

Dear All,

I want to conduct an Employee Satisfaction Survey in my organization, which operates in the Retail Sector. I intend to include both store employees and office employees in the survey. Could you please provide a sample format?

I also need guidance on the analysis part of the survey.

Please respond.

Regards,
Anjali

Hello Anjali:

>I want to do Employee Satisfaction Survey in my organization
which is into Retail Sector. I want to do it for the store employees
and office employees as well. Please provide some format as sample.
I require guidance in analysis part as well.<

What management/business/employee problem do you want to fix?

Employee Satisfaction Surveys are often presumed to measure employee engagement and employee engagement is what all managers should be striving to achieve but we cannot measure employee engagement with an employee satisfaction survey.

Employee engagement and employee satisfaction are two different things.

Employee engagement is what we get when an employee is motivated by the job and is successful in the job and is well managed by the supervisor and paid fairly by management.

Employee satisfaction is what we get when we give employees things they want whether or not they are engaged by their jobs.

If we work to satisfy our employees we may well decrease employee engagement because we will be focusing on the wrong things.

A few things to consider.

· Good employees who are successful and managed and paid well will be engaged even if not fully satisfied.

· Good employees who are successful but not managed well or paid well will not be engaged and will not be satisfied.

· Bad employees who are unsuccessful even though they are well managed and well paid will not be engaged even if fully satisfied.

Hi Anjali,

Are you looking for an external agency, or do you want to implement this yourself?

Regards,
Imran.

Thank you, Mr. Gately,

Now I understand the difference between Employee engagement and Employee Satisfaction. Satisfaction cannot be measured unless it is related to Employee engagement and performance. I am working in Retail Format, as you know attrition is high, and the salary package is one of the reasons for the staff to leave one organization for another. However, there are staff who stay with one organization for 2-3 years. What made them stay back? It can be personal reasons, but I want to identify how we can retain good people without hampering their growth and without increasing costs. I want to know what made these people stay in one organization for so long? Why are others not satisfied? Where are we lacking? How can we improve? Please revert.

Regards,
Anjali

Hello Anjali,

Bob Gatley has hit the nail on the head, as the saying goes. If you are trying to find out why some stay and why some leave, then carry out an exploratory survey with a few employees that have stayed and that exit (if you can conduct an exit interview or if you have access to them after they leave). Once you analyze the qualitative responses, you could then prepare a questionnaire and survey other employees' views.

Here is a reference to a questionnaire on Employee Engagement: http://ezquestionnaire.com &lt;link updated to site home&gt;

Have a nice day.

Simhan
A retired academic

Hello Anjali:

Thank you, Mr. Gately,

You are welcome and call me Bob, it saves keystrokes.

Now I understand the difference between Employee engagement and Employee Satisfaction. Satisfaction cannot be measured until and unless it is related to Employee engagement and performance.

Yes, once we have an engaged workforce, which is another way of saying the managers are doing their jobs well, we can then concentrate on employee satisfaction.

I am working in Retail Format, as you know attrition is high, the salary package is one of the reasons for the staff to leave from one organization to another.

When departing employees are asked why they are leaving, they almost always say money, benefits, opportunities, etc. The question we need to ask is why they were looking to leave? Engaged employees are much less likely to leave than unengaged employees.

But there are staff who stay with one organization for 2-3 years.

These employees hold the key that unlocks the door to increased retention.

What made them stay back?

More than likely they had a talent for the job.

It can be a personal reason, but I want to identify how we can retain good people without hampering their growth and without increasing the cost.

Hire for talent.

I want to know what made these people stay in one organization for so long?

A good job fit - they had the talent for the job.

Why are others not satisfied? Where are we lacking? How can we improvise?

We cannot increase an employee's talent, but we can find them more suitable positions.

Hi, listen,

Please do not depend on paperwork more. Work friendly with your staff and reduce the distance if developed in between you and your staff. As and when you start working with them positively, you will know all their feelings automatically. So, try it now, work with them in a friendly manner and with good communication. You will easily know all things, who is satisfied and who is unsatisfied. Talk to them individually and collectively as and when you have time. And see the magic; otherwise, through paperwork, you will never touch the hearts of the staff.

Bye, take care.

Reply to me :)