What can you get from the employee satisfaction survey?

The employee satisfaction survey (MTO) is an important HR tool within any organization. If prepared properly, you will learn a lot about employee opinions on the issues that are important to you. But when not prepared and followed up properly, it can lead to employee frustration. And that is precisely the opposite of what you ultimately want to achieve with the MTO. It is more than just gathering information. You want to know what is going on and then make adjustments to increase satisfaction, in order to have happier employees who enjoy their work and are less likely to leave the organization.

Just thinking that your organization should conduct an MTO is not enough. Reasoning and knowing what you want to do with the MTO next is even more important. That's why we are happy to help you get started.

What is an employee satisfaction survey?

With an employee satisfaction survey, an employer measures employee satisfaction and job happiness on specific topics. It is a useful tool for both employees and employers: employees can (if they wish) unanimously voice their opinions about the organization; the employer asks for the honest opinions of its employees on specific topics.

Preparation of an MTO

Before an MTO is sent out to employees, it must of course be prepared. The most important part is determining what the organization wants to know more about. This is often divided into 4 or 5 topics with different questions. This makes it easier to draw conclusions from the results at a later point. Common themes are: culture, strategy, leadership and vitality, but the main thing is that it includes topics that are currently going on within the organization and that you want to know more about.

Plot

When putting out the MTO, you obviously want as many employees as possible to fill it out. Also consider when you are satisfied with the number of respondents. Good communication beforehand gives a good start of the process. Let your employees know in time what is coming up and why you are conducting the MTO. Also indicate the time frame in which employees can participate. It may be that you divide the MTO into several parts, so that employees spend less time per part. Or just in one go, so that a one-time response is required. And whether time is made available for this during work. Another part of the communication is what you will do in the interim to increase the response rate. Consider reminders, visual aids and drawing the attention of team leaders to include it in team meetings.

When deploying, a third party with experience in deploying an MTO is often engaged. In many cases, they can also assist in setting it up.

Now what?

Congratulations!!! You have received data back from the employee satisfaction survey. Now what? One of the most important things after the MTO is to provide feedback on the results and action items.

Results

When the MTO is divided into different themes, you can more easily provide feedback on each theme with an overall impression. Regardless of how you divide the MTO, employees like to see as many results as possible.

Action Items

Just giving feedback with what the results were is not enough. Employees also want to see that the organization is doing something with the feedback and taking action on it. While sharing the results, you have the opportunity to let them know which parts will be acted upon. It is not an obligation to immediately process all feedback points at once within the organization. You can choose to pick up one action point each quarter, for example. After each action, take the time to conduct an in-depth evaluation with a few employees. Is what you did having the desired effect? And while doing so, don't forget to share the efforts and their results with all colleagues.

Another MTO

Are you going to conduct another MTO within the organization? Then include the results from last time and what action items have been implemented in the meantime. You can then ask "what do you think of the changes implemented?" to find out from the entire organization what they thought of the actions and their implementation.

paraDIGMA groep is happy to support you in various areas

Have you received the results from the MTO and drawn up action points, but need support in implementing them? paraDIGMA groep is an umbrella organization with knowledge and expertise in all areas of sustainable employability. Together, these organizations can support you in various action points and draw up a plan that works and lasts. For more information, visit 'our approach' or contact us at servicedesk@paradigma.nl.