Organizations that implement a change management programme need to be careful that all the predicted efficiencies are not then negated by an abundance of dissatisfied employees suffering from low moral and excessive pressure. Organizations that have a highly motivated workforce can benefit enormously and having a workforce that is both motivated and productive should not be regarded as being mutually exclusive to one another.

Left unattended employers run the risk of alienating their employees, events can cause employee frustrations to boil over resulting in employers finding themselves on the back foot, faced with a problem that cannot be ignored.

Ideally employers would take time to understand the needs of their employees and learn from their experiences of working on the front line, but employers are often themselves tied up day to day fighting their own fires.

By automating the majority of the intelligence gathering process and having the findings in a format that can be easily analysed online surveys provide employers with an efficient and cost effective method to help towards establishing a pleasant working environment, where employee satisfaction and productivity is high.

Dissatisfied & unproductive

There are many reasons why employees may be dissatisfied with their job and more often than not staff frustration is channelled into a demand for higher salaries and less hours. Employers who tackle problems thinking it is all about salary and hours, will often find later that they have been dealing with the symptoms and not the root cause.

It’s not just about the money

The following are some common barriers to achieving productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-

• Insufficient training
• Out of touch management
• Out of date working methods
• Lack of proper tools and equipment

Numerous studies have shown that salaries are rarely the most important priority for employees and providing an employer is paying a fair rate they would be fundamentally wrong to think that paying higher salaries is a panacea to all employee problems.

Take the case of a single mother who is juggling a full time job with the need to look after a child. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the business, may be more flexible working hours.

Good communications

It is in the interests of all organizations to encourage good communication. A business that makes it difficult for personnel and management to communicate, or that takes the view that if individuals have a problem they will say so, can often delude themselves into thinking that their staff are content when they are not. It can take only one small problem and one employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.

Improving communication

Ideally management would hold one to one meetings with each employee but in practice this would only seem practical for very small businesses.

Meetings between management and worker representatives are good in theory but can often spiral into becoming talking shops and losing their purpose as both sides become more familiar with one another and the meetings run the risk of being hijacked by the more extreme personalities.

Having suggestion boxes are useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.

Newsletters can be a positive step, but their primary purpose is to inform and not discuss issues.

Maintaining the initiative

Conducting employee satisfaction surveys regularly you are able to ask each employee specific questions and presents a pro-active management initiative where the whole workforce can be consulted on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.

Being prepared to consulate with employees should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey and keeping the initiative the employer is able to tackle problems from a position of strength as opposed to waiting for problems to fester and then develop out of proportion.

If a small problem is left unresolved it could lead to a situation where a minor problem might just break the camel’s back and the mood of the employees change from positive to negative in a blink of an eye.

It is quick and easy

For the majority of organizations online surveys represent a proactive, effective and low cost solution. They are quick to design and for many companies, where the majority of personnel have desktop computers, they are quick to deploy direct to the individual.

In situations where not all of the personal have access to a computer there are options available to implement the online survey solution such as providing a shared computer, have an operator input their responses or as a last resort, a hardcopy survey.

Job satisfaction

There are a number of elements that combined will provide an employee with job satisfaction, from company ethics, working environment, methodology and ethos to having good and effective management. Job satisfaction brings benefits through improved productivity and motivation from a workforce that feels that they are treated as individuals and not a commodity item.

Inform and educate

An often overlooked benefit of online surveys is that they can be used to educate and pass on important information to the workforce, ensuring that the ‘message’ does not become corrupted as it is handed down by the phenomenon of Chinese whispers.

An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative; it is more likely they will feel informed and empowered and that might be enough to unite the workforce and turn a negative problem into a positive challenge.

Exit surveys

Exit surveys are a good way for management to ensure that when people leave the organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.

For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey Template

For a sample Employee Exit survey:- Employee Exit Survey Template

Check out the amount of coverage you are getting from your wedding insurance scheme before you finalize

All the risks that can crop up during the day of your wedding are covered by a well designed wedding insurance plan.

Insurance Resource: Check out the following insurance provider for insurance policies like: wedding cancellation insurance – The leading Insurance Provider.

A characteristic wedding insurance plan provides coverage if your marriage has to be cancelled or postponed owing to any unforeseen situations, if the bride or groom or any family member meet with an accident, or any property is lost or damaged due to theft or any other causes covered in the policy.

As per the policies’ terms and conditions, the wedding insurance plan will bear the cost if the wedding venue is marred by natural disasters like flood or earthquake.

Advice for selecting the right mortgage protection insurance Provider: Always ensure that you contact a reputable insurance provider!

In addition, the public liability coverage offers a reimbursement to the third party if they are affected by accident or any injury due to the damage happened at the wedding venue. 

Most of the insurance companies in India like Oriental insurance, ICICI Lombard, Bajaj Allianz etc provide policies. The amount of insurance however differs since the policy is tailor made according to the requirements of the customers. The maximum or minimum limit of the insured amount is not specified. It is better to buy the policy 10 to 15 days prior to the marriage .But, the monthly premium is calculated according to the individual risks involved.

The venue (indoors or outdoors), location, number of programmes, and days and number of guests, etc. are taken into consideration while the premium is calculated.

If you have read this article because you may be planning a wedding and are in need of Wedding Insurance, it may be worth your while to consider hiring a professional wedding marquees provider for a beautiful garden setting for your wedding.