FAQs

What are psychometric tests?

What psychometric tests are available?

Are psychometric tests online?

What is 360 feedback?

Is 360 feedback online?

What would a retention and performance strategy cover?

Why do I need to retain my staff?

What will an exit survey tell me?

What will an induction survey tell me?

What does employee engagement mean?

How can employee engagement be achieved?

How can employee engagement be achieved?

Why do we need to do a survey?

What will the survey measure?

How does the Survey Lifecycle work?

What will the results show?

What happens after the survey?

Why should I invest in my employees?

Everything is running smoothly, why do I need to check my staff’s opinion?

I don’t need to ask my employees, I run my business my way.

Our people don’t have time to complete a survey.

Even when we get the results, I know nothing will be done about them.

These surveys are just a HR procedure. It ends there.

Resources could be better invested in the employees as opposed to finding out their opinions.

How do I contact Personnel Surveys?

 

What are psychometric tests?

Psychometric tests are scientific assessments of attributes such as personality, aptitude and ability.  They are typically used in recruitment to gain an understanding of the candidate and assess their fit with both the organisation and role.

 

What psychometric tests are available?

Psychometric tests available include personality, values and motives, career themes, team roles, numerical reasoning, verbal reasoning, abstract reasoning, among others.  Specific tests are available for certain roles, such as sales.

 

Are psychometric tests online?

Yes we run our psychometric tests online.  Paper tests can be made available if necessary.

 

What is 360 feedback?

An appraisal process whereby views are taken both from the employee themselves, their manager, their peers, their subordinates, and sometimes their customers.  The idea is that views are represented up, down and sideways to get an all-round ‘360’ impression of the performance of the individual.

 

Is 360 feedback online?

Yes our 360 feedback is run online for ease and anonymity of completion.

 

What would a retention and performance strategy cover?

Our strategies cover actions for implementation to make sure your employees stay with you and perform at a high level.  We would design this through gaining an understanding of the current situation by administering an employee survey or focus interviews.  The strategy would cover costs and timelines for each action, as well as how it can achieved and who takes responsibility.  The organisation is involved in the process from start to finish.

 

Why do I need to retain my staff?

High staff turnover is very costly for organisations.  The costs go beyond recruitment to include development, induction time and costs, lower staff morale and production, the gap between leaving and recruitment, etc, etc. Organisations with low staff turnover save themselves huge amounts of money each year.  They also have consistent teams who understand how their organisation works. 

It is also essential to keep hold of key talent within your organisation rather than losing them to your competitors.

 

What will an exit survey tell me?

Exit surveys highlight the reasons behind an employee’s choice to leave the organisation so that these can be avoided in the future.  They also highlight trends in leaver destination and what is being offered at these destinations that is not offered at your organisation.  The aim in running exit surveys for each leaver is to overcome these problems to retain your employees.

 

What will an induction survey tell me?

Induction surveys highlight gaps in the induction process and the views of the employee 2-3 months into their tenure.  This ensures future employees are well inducted in tot he organisation and have all their expectations met to discourage them from leaving in the first few months of their tenure.  It also helps understand the expectations of new employees.

 

What does employee engagement mean?

Engaged employees are ‘those who are willing to go the extra mile, displaying strong commitment to the organisation and its results, and their role in achieving these’.  Employee engagement has been shown to relate to low staff turnover and absenteeism, high productivity and performance, fewer safety incidents, higher levels of innovation, and improved customer relationships.  Overall, high engagement is related to high profit.

 

How can employee engagement be achieved?

This really depends on both the organisation and the industry.  The drivers of employee engagement include recruiting people who fit with the organisational culture and values, welcoming them straight away into the organisation with effective induction, effective leadership, transparency of information, understanding of strategy and role in achieving this, well-being, salary and benefits, ergonomics, fairness, fun, development, innovation and inclusion, visibility of key people, and many many more.  Simply it is everything that make the workplace an empowering place to be.  Our strategies for engagement are designed to fit to your organisation as we know there is no one size fits all of employee engagement.

Why do we need to do a survey?

Engaged, satisfied and committed employees have been shown to:

Personnel Surveys TickWork more productively

Personnel Surveys TickAt a higher level of performance

Personnel Surveys TickBe less likely to have time off sick

Personnel Surveys TickBe less likely to leave the organisation

To ensure they are engaged, satisfied and committed you need to measure the areas related to these, i.e. through a survey.

This can then highlight areas for improvement to ensure engagement, satisfaction and commitment are at the highest possible level.

The results will be more productivity and performance and, therefore, increased profits, as well as lower levels of absence and turnover.

The results will pay for themselves, giving you the return on your investment.

 

What will the survey measure?

We tailor and design a survey to suit your organisation.  The survey can measure whatever you want it to.  Typical topics to measure in a survey include:

Personnel Surveys TickLeadership  

Personnel Surveys TickMotivation 

Personnel Surveys TickCommunication 

Personnel Surveys TickOrganisational Commitment

Personnel Surveys TickTurnover Projections

Personnel Surveys TickJob Satisfaction

Personnel Surveys TickPressure/Stress

Personnel Surveys TickBenefits and Remuneration

Personnel Surveys TickRewards and Recognition

Personnel Surveys TickBullying and Harassment

Personnel Surveys TickInnovation

Personnel Surveys TickCore Values

Personnel Surveys TickChange Management Strategy

Personnel Surveys TickPerformance Management

Personnel Surveys TickDevelopment and Training

Personnel Surveys TickWork/Life Balance

Personnel Surveys TickCareer Opportunities

Personnel Surveys TickCulture and Climate

Personnel Surveys TickDiversity

Personnel Surveys TickSafety, Welfare and Working Environment

Personnel Surveys TickGreen Issues

Personnel Surveys TickTop Level Management

Personnel Surveys TickTeam Dynamics

Personnel Surveys TickResponsibility and Autonomy

Personnel Surveys TickGoals and Objectives

 

The survey will be designed to tap into some of the above areas, giving clear measurements on the employees’ thoughts on each.

 How does the Survey lifecycle work?

At Personnel Surveys, we see the administration of an employee survey going far beyond the data collection and analysis stage. The survey should be part of an engagement lifecycle, whereby actions are implemented as a result of the measurements taken, with the success of these actions on engagement levels then being evaluated through future employee surveys. The lifecycle is as follows:

 Survey Process

 

Design & Positioning

The employee survey is positioned to the main stakeholders and managers and specific areas of focus are discussed. The goals, constraints, expectations, etc. of the survey are considered.

Planning & Preparation

The employee survey is designed and planned with respect to the questions asked, how it will be administered, how data will be analysed and reported, who will receive reports and the follow-up processes. A survey action group will be set up to ensure action is taken from the results of the employee survey.

Survey & Data Analysis

The survey is administered to employees by an online log-in system. Survey results are statistically analysed to identify cause and effects, and areas for improvement.

Presentations & Interpretation

The survey results are presented in full to major stakeholders and management, in particular the employee survey action group, including recommendations for further action.

Areas of Focus, Global Actions

The action group decides on task assignment for each of the members.

 

What will the results show?

We present the results as percentages.

We then go beyond this, performing high level statistics on the results (factor analysis and structural equation modelling).

This will highlight cause and effects. For instance, there might be an obvious low level of motivation throughout the organisation. However, the statistics can show us that it is in fact a lack of communication from management down that is causing this low motivation.

The results and statistics will, therefore, highlight areas that are working well and areas that need to be improved in order to maximise productivity and performance.

We will present the results both in a document for you to keep and in person to the key stakeholders within your organisation.

 

What happens after the survey?

We help you to set up an action group within your organisation. This group will be responsible for setting up and implementing an action plan from the results of the survey to improve those areas that scored low.

We will support this action group at all stages, facilitating their action planning and suggesting how improvements could be made.

The action planning is key to ensure that improvements are made and staff are working more productively in the future.

 

Why should I invest in my employees?

Investing in your employees makes them feel a part of the organisation, increasing their commitment to the organisation, their satisfaction in their role and engagement with it and, ultimately, improving their productivity and performance.

Your employees are more likely to have days off and eventually, leave the organisation if little investment is made in them. Investing in your people is the easiest way of making your people work more effectively for you.

 

Everything is running smoothly, why do I need to check my staff’s opinion?

Perceptions can be deceiving. Employees may feel that if they speak up there will be later ramifications. A survey allows employees to give their anonymous opinion. Further, while everything may indeed be running smoothly, it would help to see what factors are influencing this and how to ensure that this persists in the future. A survey may also highlight areas that can be improved to make things run even more smoothly.

 

I don’t need to ask my employees, I run my business my way.

This may mean you are not getting the most out of your employees. Your employees will work more effectively for you if you question, value and act on their opinion.

 

Our people don’t have time to complete a survey.

Completing the survey should take no more than 20 minutes for each employee. Acting on the results could also solve the problem of little time by streamlining employee processes and ensuring they work more effectively.

There are several ways to minimise disruption:

Personnel Surveys TickAsk employees to complete the survey out of work time

Personnel Surveys TickAsk employees to complete the survey during lunch breaks

Personnel Surveys TickAsk employees to complete the survey at the end of a specific working day

Personnel Surveys TickComplete the survey during a specific period, e.g. 10.30am on Tuesday

 

Even when we get the results, I know nothing will be done about them.

Personnel Surveys will never take the money and run.

Our aim is to work with you to form an action group who act on the results from the survey.

We believe that through the action group, progress from the survey will produce positive results, which can be managed, observed and encouraged. All change should be positive, it is how we manage that change that determines how much positive growth can be achieved.

Your investment will only be rewarded if you are prepared to approach and work positively throughout the survey process, and support the action group from within all levels of the organisation.

 

These surveys are just a HR procedure. It ends there.

Human Resources departments are expected to implement people management decisions throughout all levels of the organisation. Large organisations who invest time in every employee need to reap this investment. The employee can see these annual procedures as a distraction or a welcomed alternative to work.

However, with support from all levels of management, a survey process can be communicated to the employees as their opportunity to make their voices heard and to encourage change towards a more productive way of working.

 

Resources could be better invested in the employees as opposed to finding out their opinions.

By doing a survey you will be investing in your employees. There are several advantages to finding out your employee opinions:

Personnel Surveys TickYou are showing your employee how much their opinion is valued, increasing their feelings of self-worth within the organisation

Personnel Surveys TickThe results will highlight areas that can be improved in order to ensure your workforce are performing to a high standard with high levels of productivity

Personnel Surveys TickYour employees will see investment from their opinions, again increasing their commitment to the organisation

Therefore, by doing a survey, your resources will be invested in the employees.

 

How do I contact Personnel Surveys?

 For details on the most dedicated employee surveys company in the Northwest contact our Manchester based team on 0845 671 0300 for more information.

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