00:00

we've been hearing about the great

00:02

resignation since april but over the

00:05

last several months research has shed

00:07

more light on what's behind this

00:09

troubling phenomenon

00:11

while covet and compensation are

00:13

certainly contributing factors recent

00:16

studies by mckinsey and gallup reveal

00:18

that much of this retention tension has

00:21

a surprising source poor company culture

00:24

in fact with almost 6 000 workers

00:27

responding the mckinsey study found that

00:30

the top three reasons given by leaving

00:32

employees were all problems of company

00:35

culture

00:36

54 said they didn't feel valued by their

00:38

companies 52 said they didn't feel

00:41

valued by their managers and 51

00:44

said they didn't feel a sense of

00:46

belonging with co-workers

00:48

wouldn't it be great if employers knew

00:49

about these issues before their

00:50

employees quit

00:52

regular surveys can help you keep your

00:54

finger on the pulse of employee

00:55

satisfaction in today's episode we're

00:58

going to use surveys to explore the

01:00

relationship between company culture

01:02

employee satisfaction and retention by

01:05

the end you'll not only have a better

01:06

understanding of the culture problems in

01:08

your organization but you'll also feel

01:11

better prepared to face them head-on

01:14

today we'll discuss

01:15

why conduct employee surveys

01:17

how to measure employee satisfaction

01:19

with the e-n-p-s

01:22

and what to do with your survey results

01:25

jump right in

01:28

why conduct employee surveys

01:30

at the most basic level employers are in

01:33

the business of managing people to

01:34

collectively accomplish a task

01:37

but how can an employer effectively

01:39

manage a workforce they don't understand

01:42

an instinct for understanding people can

01:44

only go so far and the larger the

01:46

workforce the less accurate the instinct

01:49

you can't just assume you know what

01:51

employees think or feel and expect that

01:54

assumption to guide decisions toward

01:56

meaningful changes in company culture

01:59

likewise management training can prepare

02:01

you for how to engage with employees but

02:04

it can't fully explain why your

02:06

particular workforce is not engaged the

02:09

best way to find out what's on workers

02:11

minds is surprisingly simple ask them

02:14

that's why employee surveys can be such

02:16

an insightful and useful retention tool

02:18

if you want your people to stay you need

02:20

to better understand why they might

02:22

leave

02:23

surveys are not only good predictors of

02:25

employee behavior they're also an

02:27

excellent way to influence it in other

02:30

words they can help you better

02:31

understand employee satisfaction while

02:34

building your company culture at the

02:35

same time of course surveys provide

02:38

employees an opportunity to be heard too

02:41

if they feel heard which to be clear is

02:43

not the same as actually being heard

02:46

they're more likely to feel valued by

02:48

your organization

02:49

that feeling of value can be just as

02:51

important for retention as actual

02:53

compensation

02:54

and it only costs the company commitment

02:57

to collecting and acting on employee

02:59

survey data

03:01

before we move on though i do want to

03:03

add one caveat about conducting an

03:05

employee survey

03:06

if leadership is not committed to

03:08

listening and acting on workers concerns

03:11

a survey can backfire

03:13

the announcement and administration of a

03:15

survey will likely raise employee

03:17

expectations and not following through

03:19

on feedback can ironically enough lead

03:22

to disappointment and diminishing

03:24

company culture

03:26

how to measure employee satisfaction

03:30

traditionally employers would track

03:32

turnover and attrition rates to draw

03:34

conclusions about retention but both of

03:37

these metrics while useful can only give

03:40

you a snapshot after talent is already

03:42

out of the picture

03:43

hr pros must be proactive to do so you

03:47

need to know what workers think while

03:48

you still have the opportunity to

03:50

influence their thinking

03:52

that's why i want to spend the rest of

03:53

this episode on how to measure employee

03:56

satisfaction using regular pulse surveys

03:58

and what to do with the results

04:01

at bernie portal we gauge satisfaction

04:04

with employee net promoter scores or

04:06

enps enps is a survey designed to check

04:10

the pulse of employee satisfaction

04:12

the enps uses a single central question

04:16

to elicit a lot of insight about

04:18

recruitment and retention on a scale of

04:20

1 to 10 10 being the most likely how

04:23

likely would you be to recommend working

04:25

at bernie portal to a friend

04:27

we also add an open response box after

04:29

the question so employees may elaborate

04:32

on the score they gave

04:33

we prefer enps because the single

04:36

question simplifies employees buy-in and

04:39

results in a single averaged number that

04:42

we can use quickly to draw conclusions

04:44

and to determine the best way to follow

04:46

up

04:47

so by now you may be wondering how to

04:49

easily administer a pulse survey like

04:52

enps

04:53

while standalone enps software exists

04:56

it's more practical to use an all-in-one

04:58

human resource information system or

05:00

hris like bernie portal

05:03

in fact bernie portal recently launched

05:06

a new survey tool under our performance

05:08

management feature we use it internally

05:10

to conduct our own regular enps surveys

05:13

this tool allows hr and leadership teams

05:16

to send out surveys to their employees

05:18

to gauge opinions on topics like company

05:20

culture employee satisfaction and

05:23

employee performance

05:25

bernie portal survey tool gives you four

05:27

options according to whom the survey

05:29

should be sent

05:31

number one 360 degrees

05:34

number two self-evaluation

05:36

number three manager evaluation

05:39

and number four manager and

05:42

self-evaluation

05:43

here at bernie portal we're committed to

05:45

understanding our employees and to

05:47

helping our clients better understand

05:49

theirs so be on the lookout for a future

05:52

episode where i'll cover in more depth

05:54

how to conduct additional types of

05:56

surveys and how to use the results

05:59

now once you've solicited and collected

06:02

your responses what do you do with this

06:04

information

06:06

what to do with your survey results

06:09

the aggregate rating of enps will give

06:12

you an overall idea of how satisfied

06:14

your workforce is which is more useful

06:17

the more frequently you survey

06:19

there are however diminishing returns to

06:21

doing it too often quarterly or annually

06:24

is a good way to go you can set your

06:26

survey up to be anonymous which can

06:28

increase participation and encourage

06:30

honesty but i would note that there are

06:32

culture building opportunities in

06:34

following up with individuals who give

06:35

particularly low scores to the company

06:38

if you've implemented weekly one-on-one

06:40

meetings between managers and direct

06:41

reports it can be much easier to have a

06:44

difficult conversation such as why

06:46

they're unsatisfied and how the

06:48

organization can improve with that

06:50

targeted approach in mind i strongly

06:52

recommend sharing the results with

06:54

leadership to discuss what can be done

06:56

to address company culture issues that

06:59

come up in this survey

07:01

also in the interest of workplace

07:03

transparency let employees know when you

07:06

implement a change as a result of their

07:08

feedback it will give your workforce a

07:11

better sense of autonomy and ownership

07:13

in the organization that kind of respect

07:16

is what retention is all about at bernie

07:18

portal we've discussed survey results on

07:21

company-wide calls and implemented

07:22

changes based on those results for

07:24

example employees had brought up

07:26

concerns about parking so we took the

07:29

opportunity to educate everyone in a

07:30

company-wide meeting about the parking

07:32

stipend we provided

07:34

similarly employees have requested more

07:37

transparency around team member

07:38

departures so we spent some time in

07:41

another company-wide call addressing a

07:43

few recent personnel changes

07:45

i want to mention that like employee

07:47

surveys workplace transparency is an

07:50

excellent retention strategy i recently

07:53

dedicated an entire episode to

07:55

explaining why and how transparency

07:57

looks good on your organization i'll

07:59

link to it in the description below

08:02

before i go i want to leave you with

08:03

some actionable next steps first

08:06

get buy-in from leadership as i

08:09

mentioned earlier conducting an employee

08:11

survey without committing to following

08:13

through can actually be worse for

08:15

retention than if you've never sent out

08:17

the survey at all

08:18

next i recommend starting with the enps

08:20

if you're new to conducting employee

08:22

surveys the simplicity of the format and

08:25

results make it ideal for your first

08:26

survey

08:28

and finally adopt an online survey

08:30

solution like bernie portal it

08:32

streamlines administration and reporting

08:34

so that you'll have more engagement and

08:36

a clearer picture of employee

08:38

satisfaction

08:40

don't let the great resignation get you

08:42

down use employee surveys to stay up on

08:45

satisfaction build up your culture and

08:47

step up your attention and as always

08:50

remember that your role is as strategic

08:59

that's all the time we have for this

09:00

episode don't forget to subscribe to our

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09:09

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