When good employees leave it is not only a loss in terms of time, effort and all the cost associated with finding a suitable replacement but it is also the loss of losing unique knowledge and experience specifically associated to the organization; Prevention is the best cure against the problem of losing good employees.

Employees leave their employers for many valid and unavoidable reasons but it is important that an employer knows the reasons their employees leave in case they are found to be reasons that if addressed and resolved could have been avoided.

Concerns of employees can be identified early by the regular use of well designed job satisfaction surveys, allowing for problems to be resolved and helping to minimize needless loss of staff. However, some problems, especially those that are the result of a clash of personalities, are not always brought to the surface until it is too late.

Poor management and/or a lack of any real career development are two common reasons that can result in employees deciding to leave an organization. Both of these problems can be difficult to identify even for organizations that adopt regular 360-degree appraisals (i.e. where as part of the overall review process, employees may be asked to evaluate their managers).

While still employed employees can be very reluctant to criticize their managers for fear of reprisal; they can however be more candid when completing an employee exit survey.

It is unlikely that an Exit survey will prevent any individuals from leaving but it will help identify problems that could, if left unchecked, could result in poor staff moral for the remaining staff and worse case scenario, more resignations.

Lack of Career Development

Not all employers can offer, and nor do all employees desire, a clear and long term career path. There are just as many people that find comfort and security in doing one job well as there are people that need to feel that they are continual being challenged, learning new skills and moving onwards and upwards with respect to the corporate ladder. For organizations to succeed and excel they need the high flyers as well as the steady Eddies of the world.

Where losses due to a lack of career development are occasional they may also be inevitable, but where they are frequent, then changes to the organizational structure might need to be considered to allow for greater career development of the employees.

Sub-standard Management

Many a manager has achieved their managerial position through hard work and a deserved promotion, but a good worker does not always make a good manager and many are awarded a management position without any management training.

Managers who perform poorly can be quick to discredit the views of disgruntled staff, ‘I am glad they went it saved me getting rid of them’ and ‘they were useless anyway’ may prove to be common responses to those managers being asked if there are any problems that might be causing people to leave the organization.

It is proper and natural for senior management to support their line managers by giving them the benefit of any doubt, after all a good managers can always be slighted by poor employees. But by conducting exit surveys, if a man-management problem were to be identified early there is a good chance that it can be addressed and resolved with the appropriate formal training and guidance.

Records

It is not uncommon for people to leave an employer and at a later date put in a claim for constructive dismissal. With legal representation now adopting the ‘No win no fee’ model even good employers are finding this to be a real problem. Exit surveys will at best, provide a valuable record of the employee’s reasons for leaving, and at worse, provide early warning that a possible claim might be expected.

A tribunal may not readily accept the word of an employer that when the employee left they did so without indicating any grievance.

Timing of the exit survey

With the employee’s agreement Exit surveys can be delayed for a few months or be conducted as part of the termination process.

The advantage with delaying an exit survey for a few months is that after a period of reflection a former employee can be less emotional and more objective and if they have taken up another position they may be in a position to compare their previous role with their new role.

Conducting an exit survey as part of the termination procedure has the advantage that although the leaving employee may be emotional their views may be more reflective of their true state of mind and therefore closer to the real reasons they have decided to leave. If delayed any comparison between the ex-employee’s old and new roles may be the result of them putting on a brave face, and if the reasons that are given require action, the delay may have prevented the problem from being resolved.

Summary

Organization that include exit surveys as part of their employee termination procedures will generally benefit in a number of ways. They will at the very least provide good records that could prove very valuable later, at best they will provide management with information that can help improve an organization spiritually and with the bottom line.

See the following survey for sample exit interview questions.

Why bother?

Good customer service is the life blood of any business. Although new customers are important good customer service will help generate customer loyalty and repeat business. With every satisfied customer your business is likely to go on and secure many more customers through recommendations and if you do not take proper care of your customers there is probably a competitor waiting in the wings that will.

Online customer satisfaction surveys will help you not only identify problem areas but will also demonstrate to your customers that you care and are proactive in looking for ways to improve the service that you provide.

 

Where do you start?

Objective – Before you start compiling your survey consider what the objectives of the survey are, in that way you will remain focused and find it easier to decide what questions to ask.

Analysis – Having completed the survey consider how you will analyze the answers.

Keep in mind that ‘closed’ questions (where a respondent is asked to choose from a limited number of responses) are much easier to analyze than ‘open’ questions (where the respondent can reply in anyway they want).

A lot will depend on the likely volume of respondents, the higher the volume the more important it is to have an easy method of analysing the results.

Opportunity – As well as obtaining valuable market research data keep in mind that customer surveys are also a good way to publicise aspects of your service that your customers may not be aware of.

It is important that before you publish the survey that you check that the questions you have asked will provide you with market research data that when analyzed will help you make informed decisions.

Then, read through the survey from a marketing view point, check that you have phrased each question so that every opportunity has been taken to promote your business?

The ideal question will perform the following three functions:-

• Market research – provide valuable feedback to help you improve your customer satisfaction levels and in turn your business
• Marketing – promote aspects of your business
• Information/Education – advertise a service that you provide that your customers may not have been unaware of

For example:- Do you find the in-store baby changing facilities useful?

In asking this question the store will hopefully not only receive useful feedback on the baby changing facility but they will also promote the store as being a child-friendly and caring store even to those the customers who do not actually require the facility.

Warts and all – to benefit most from a customer survey you need to be prepared to dig deep and accept the worst.

A well designed customer satisfaction survey will enable you to identify problems so that they can be addressed; regular customer satisfaction will prevent complacency and give you early warning on where you might be losing out to your competitors initiatives.

 

What to ask?

Although it is a given that each business is likely to have specific and unique factors that are important in providing good customer services there are common areas that are relevant to all businesses be they a physical store, online internet store or a service industry. The following are key areas to providing good customer service.

Communication – Do you do anything to help your customers communicate with you?

When customers telephone are their calls answered quickly; are their enquiries about products or services handled properly? A good business will make every effort to ensure that whatever the customers query it is resolved by the right person, politely, quickly and fairly.

If there are reported problems that cannot be resolvable immediately do you promise to respond in a given time period and do you deliver on your promise?

Use a customer satisfaction survey to ensure that all your staff are considered by your customers to be knowledgeable, courteous and helpful.

Location – Do your customers find it easy to visit you, if a physical store, is it conveniently located with good access?

Making it pleasant, making it easy – For a virtual business it is important to ensure that your website is aesthetically pleasing and easy to use.

Regardless of the store being a bricks and mortar or purely online web based store, is the store properly laid out and can your customers find what they need and is there sufficient detailed information and help on hand to explain how a particular product works?

The right quality products – Not only should you measure the quality of the service that you provide but you should check that the products and services that you market are what the customer wants and closely match their expectations.

Value for money – Cheap or expensive is rarely a good measure, value for money is.

Are the products you sell or the services you provide considered by your customers to be value for money, if not, why not?

Speed and attention – The majority of customers will want to be dealt with quickly but attentively.

Are you doing everything to prevent any delays?

Customers like to be treated as individuals, how do you treat your customers? Customers appreciate attention but only if it leads to a quick and satisfactory resolution of the query.

Demographics and Specific issues – Take the opportunity to profile your customers, for example what is their age group and where do they live?

The more knowledge you have of your customers the better you will be able to target your business.

Encourage customers to highlight their specific problems and provide contact details so that their concerns can be followed up.

 

What is next?

Having completed the survey analyze the results.

Trends – Identify specific and common areas where the customer service is failing.

Ask yourself if any criticism is valid, be honest to yourself, is there anything that can be done to properly resolve, or at the very least, minimise the problem?

Training – Are all employees properly trained and do they have sufficient knowledge?

Where customer service training programs have been implemented have they had the desired effect and improved the customer experience?

Follow-up – If a customer has raised a specific issue through completing a survey ensure that they are contacted and that their complaint is properly addressed.

Don’t lose an opportunity to resolve a problem and keep a customer.

Continuously Monitor – Based on the survey results make changes and then re-measure by issuing further surveys.

If you are interested in tracking customer satisfaction and would like to see a sample survey for a store that demonstrates some of the above advice please view the following example that can be used as a customer satisfaction survey template.

What are the things you can learn by conducting effective market research?

Know your customers – Market research will help you better understand your customers in a number of ways including demographic information such as their age, gender and geographic spread. The better you know your customer the easier it is to fine tune your product or service towards the target market.

Know your target market – Who exactly are your existing customers and where do they live? Does your service or product appeal to specific age groups? Who are your potential customers and where do they live?

Know your competition – Market Research will help you measure your service compared to others. What are the strengths and weaknesses of your business and are you improving in the areas that customers demand?

Products and services – Do you have the products or services that people want? Do you represent value for money? How do your company’s products and services match up to that of your competitors? Can you, do you, should you deliver?

Ease of doing business – Do your customers find it easy to deal with you and when they visit your store and/or website do they find what they want? Is there adequate advice and assistance on hand? Do you make it easy for your customers to buy? Are your staff properly trained, helpful, knowledgeable and available?

Marketing – Is your marketing reaching the right people and is the marketing message clear and effective. What marketing channels are available to you, which ones should you focus on and which, if any, should you drop?

Do people correctly understand your marketing message? Does your marketing material properly reflect your brand? Do you use the correct advertising channels? Are you reaching your target audience?

With the power of the Internet it is now very easy to conduct market research using one of the many online survey software sites that make conducting surveys and collating good market research intelligence quick, easy and extremely cost effective.

Market research is an essential part of any business that wants to offer products or services that are focused and well targeted. Business decisions based on good market research can help minimise any risk and should pay dividends in the longer term. By making market research part and parcel of the business process and conducting market research throughout the life cycle of a product or service market research will bring the following benefits:-

 

• Market research will help you better communicate – Your current customers experiences are a valuable information source, not only will they allow you to gauge how well you currently meet their expectations they can also tell you where you are getting things right and more importantly where you are getting things wrong. By consulting with the customer you not only show them that you care you also take the guesswork out of customer services.
• Market research helps you identify opportunities – If you are planning to operate a new service and want to know the preconceived attitudes people have then market research can help, not only in evaluating the potential for a new idea, but also by identify the areas where a marketing message needs to be honed.
• Market research will minimise risk – Market research can help shape a new product or service, identifying what is needed and ensure that the development of a product is highly focused towards demand.
• Market research creates benchmarks and helps you measure your progress – Unless you measure you will not be able to properly gauge how well your business is performing. Early research may highlight glaring holes in your service or short falls in your product, regular market research will show if improvements are being made and, if positive, will help motivate a team.

Market research brings considerable benefits and it is perhaps surprising how few businesses invest sufficient resources to gather good intelligence that will help them improve business. Many may think that market research takes too much time and effort but that is just not the case anymore as through the power of the Internet online survey software is readily available and vital market research data can now be gathered in a quick, simple and cost effective manner.

How to create a survey using Survey Galaxy

Designing surveys is easy; isn’t it? The truth is that writing surveys is easy but writing surveys that will be effective is more difficult. The following tips will help you with your survey questionnaire design so you can write more effective surveys.

1. What is the purpose of the survey?

Surveys and questionnaires are conducted for many reasons. By correctly phrasing the questions and structuring the answers surveys can be used in many ways and for a variety of reasons. When compiling a survey don’t lose sight of the survey’s purpose.

2. Give the survey a good title

The survey title is a golden opportunity to instantly summarise a survey’s objective and encourage respondents to participate. Respondents need to invest time in completing the survey so make them feel that their investment is worthwhile.

3. The length of the survey needs to be as short as possible

Every question asked should be asked for a reason. Pay attention to the ‘need to know’ questions and minimise ‘nice to know’ information.

4. Use plain English, avoid jargon and acronyms, be consistent and ensure that the questions you ask will not result in ambiguous answers

Take care when wording a question. Ambiguous questions run the risk that any analysis of the resulting survey data will be worthless or at the very least suspect.

5. Don’t have long questions

Try to use short sentences wherever possible. Long questions tend to cause respondents discomfort and can lead to respondents abandoning a survey.

6. Ask only one question at a time

Avoid confusing the respondent with a question like ‘Do you like athletics and golf?’

7. Don’t influence the answer

Do not load the question. ‘Should irresponsible shop keepers who sell cigarettes to minors be prosecuted?’ is unlikely to have any value.

8. Make sure that the selected answer format allows the respondent to answer the question being asked

Ensure that the respondent can answer how they really feel or they may be inclined to abandon the survey. As a last resort consider the benefit of including a “Can’t say”, “Don’t know” or similar response option.

9. When you are compiling your survey consider how you will analyse the results once the survey has been published

If a question is asked that allows a free text open ended response appreciate that such information is likely to be difficult to score and/or summarised. Consider how answers can be grouped. For example “How long have you worked here?” – ‘less than 2 year’, ‘between 2 and 4 years’ and ‘more than 4′.

10. Try and ensure that the questionnaire flows

When asking questions group the questions into clear categories as this makes the task of completing the survey easier for the participants.

11. Target your respondents carefully

Sometimes you will want to target a specific group, in others a cross section. If you can’t control who responds to your survey consider including questions/answers that will allow you to filter out respondents who don’t match your target profile.

12. Allow the respondent to expand on their answer or make comments

By allowing respondents to make additional comments you will increase their satisfaction level and the comments will also give valuable feedback on the specific questions and/or the survey as a whole. Remember that for large sample collections that free text open ended responses may be difficult to analyze.

13. If the survey you are conducting is to be confidential ensure that you honour your pledge

If you have assured the respondents that the survey is confidential ensure that the individual data is not to be shared with anyone and the information is not going to be used for any other purpose. Confidentiality must be maintained at all times and any identifying information destroyed once the survey has finished.

14. Weigh up the advantages of allowing respondents to be anonymous or identifiable

If your respondents are to be anonymous then you will be unable to follow up or match “pre” or “post” surveys. However in some cases allowing people to remain anonymous will allow people to respond without possible peer pressure.

15. Carefully consider the best response format

Maintaining a consistency in the format used for responses is good practice. When designing your survey keep in mind that when analysing the data single selection radio buttons are easier to analyse than multiple selection check boxes. If a radio response can be used do not use a check box.

16. Advise the respondent as to how much time the survey will take to complete

Respondent drop out can become a problem if the survey appears to be a stream of never ending questions. It is good practice to indicate how long the survey is likely to take so that the participants can choose the best time to complete the survey.

17. Advise the respondents of the survey end date

Encourage respondents to complete the survey as soon as possible but advise respondents as to the survey’s end date so that they have the opportunity to schedule the necessary time.

18. Trial the survey

Before publishing a live survey publish a pilot survey to check for questions that are ambiguous or confusing and to confirm that the survey is aesthetically pleasing.

19. Before publishing the survey check the survey several times

Check and check again that the survey is grammatically correct and makes sense. If practical get a colleague to check the survey before you publish, if no one else is available then take a break before checking again.

20. Thank the respondents

To complete surveys respondents need to invest their time and they should be thanked at the end of completing the survey or in a follow up letter. You may even want to consider an incentive such as a reward or entry into a prize draw.

Getting started is easy and there are many survey software websites to choose from.

If a single broken window is not repaired it won’t be long before more windows are broken. Fixing problems when they are small will prevent them from developing into larger problems.

When considering the level of employee satisfaction the same is true. Dissatisfaction can spread rapidly throughout an organization and before you know it you can have morale problems that can be hard to resolve.

Ensuring your employees are happy is mostly about being tuned into what their problems are and, importantly, dealing with them early on. Keeping the initiative is vital and it is nearly always better to give a little and often.

This turns out be a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. Employees prefer it if the management takes the initiative without being prompted and by taking the initiative the manager is acting in a position of strength. Employees like strong, confident management and a proactive approach generates respect not least because someone has taken the time to understand some of the employees’ issues.

Compare that with managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn leads to further and less reasonable demands. It is not big and it is not clever.

How then can an organisation monitor the morale of the employees without a big budget and an abundance of spare time?

Deploying online employee surveys would appear to tick all the right boxes. Online surveys are quick, easy and low cost. Surveys can be written and deployed in seconds, using email, web links and social networks they cost nothing to disseminate and the results are collated and displayed in real time.

A corporate internet is the perfect delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the ability of an online survey to produce real-time results the mood of the workforce can instantly gauged, concerns highlighted both on a collective and individual level.

By using the findings of a survey an organization can quickly identify problem areas and then use follow-up surveys to target specific concerns. With good intelligence managers are able to identify specific problems and prepare a considered response.

By conducting regular surveys a company is able to address small problems before they grow into much bigger problems that are then more difficult to address.

The majority of employees appreciate being consulted, asking their opinion is not a sign of weak management but an indicator of good decision making.

It’s unusual to find, but there it is – sometimes management problems can be solved with something that is quick, easy and won’t break the bank.

For any organization that wants to offer products or services that are highly focused and well targeted market research is important. Business decisions that are based on good intelligence and good market research can minimise risk and pay dividends. By making market research part and parcel of the business process and conducting market research throughout the life cycle of a product or service market research will bring the following benefits:-

 

• Market research will help you better communicate – Your current customers experiences are a valuable information source, not only will they allow you to gauge how well you currently meet their expectations they can also tell you where you are getting things right and more importantly where you are getting things wrong. By asking the customer you can take the guesswork out of customer services and show them that you care.
• Market research helps you identify opportunities – If you are planning to operate a new service and want to know the preconceived attitudes people have then market research can help, not only in evaluating the potential for a new idea, but also by identify the areas where a marketing message needs to be honed.
• Market research will minimise risk – Market research can identifying what is needed for a new service and product and ensure that the development of a product matches demand.
• Market research creates benchmarks and helps you measure your progress – You need to be able to measure so that you can ensure that your organization is always improving. Early research can identify where improvements need to be made to a new service or where there are flaws in a product, by conducting regular market research it will identify if improvements are being made and, if positive, will in turn help motivate a development team.

Market research brings considerable benefits and it is perhaps surprising how few organizations invest sufficient resources to enable them to gather good intelligence that will help them improve their business. Many may think that market research takes too much time and effort but that is just not the case anymore as through the power of the Internet online survey software is readily available and vital market research data can now be gathered in a quick, simple and cost effective manner.

If a building’s broken window is not repaired promptly it doesn’t take long for many of the building’s other windows to be broken. Resolving problems when they are small will prevent them from developing into serious problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction can spread like wildfire and in the blink of an eye you can have the type of morale problems that are notoriously hard to resolve.

To be confident that your employees are content you need to be aware of what their day to day problems are and you need to deal with them before they get out of hand. It is important to keep the initiative and a good tip is to give a little and often.

This turns out be a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. Employees prefer it if the management takes the initiative without being prompted and by taking the initiative the manager is acting in a position of strength. Employees look for strong, confident management and having a proactive approach and taking time to understand the employees’ issues will gain the respect of the workforce.

Compare that with managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn could lead to further and less reasonable demands. It’s not big and it’s not clever.

How then can an organisation monitor the morale of the employees without a big budget and an abundance of spare time?

would appear to offer the perfect solution. They represent a quick, easy and low cost solution. Surveys can be created in minutes and deployed in seconds, with the results compiled in real time; and by using email and websites they cost nothing to disseminate.

A corporate internet is the perfect delivery platform.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the ability of an online survey to produce real-time results the mood of the workforce can instantly gauged, concerns highlighted both on a collective and individual level.

Companies can use survey results to highlight problem areas and then use follow-up surveys to target specific concerns. With good information managers are able to get to the root of specific problems and prepare a considered response.

A major advantage of regular surveys is that they allow companies to address relatively small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where what might be seen as a insignificant incident explodes into a torrent of pent up anger.

And don’t forget that the majority of employees appreciate being consulted so asking their opinion is not a sign of weakness but an indicator of good decision making.

Very occasionally management problems can be solved with something that is quick, easy and won’t break the bank; this is fortunately just one of those occasions.

If not repaired it doesn’t take long for a building with one broken window to quickly turn in to a building with a lot of broken windows. Addressing problems when they are small will prevent them from developing into more serious problems.

The same is true when considering the level of employee satisfaction. Dissatisfaction can spread like wildfire and in the blink of an eye you can have the type of morale problems that are notoriously hard to resolve.

Ensuring your employees are happy is mostly about being tuned into what their problems are and, importantly, dealing with them early on. Keeping the initiative is important and it is nearly always better to give a little and often.

This turns out be a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. Employees prefer it if the management takes the initiative without being prompted and by taking the initiative the manager is acting in a position of strength. Staff like strong, confident management and this approach generates respect not least because someone has taken the time to understand some of the employees’ issues.

Compare that with those managers who are out of touch. They arrive late at a problem so they are on the defensive, and with their credibility eroded they have to concede to demands which in turn could lead to further and less reasonable demands. It is not big and it is not clever.

The question is how one goes about monitoring the morale of a company without throwing money at the problem and without the luxury of having spare time?

Online surveys would appear to tick all the boxes. They offer a solution that is quick, easy and low cost. Surveys can be written and deployed in seconds, using email, web links and social networks they cost nothing to disseminate and the results are collated and displayed in real time.

The ideal delivery mechanism is the corporate internet.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the ability of online surveys to produce real-time results the mood of the workforce can instantly gauged and collective and individual concerns highlighted.

Organisations can use survey results to identify problem areas and then use follow-up surveys to target specific areas of concern. With good intelligence managers are able to identify specific problems and prepare a considered response.

Conducting regular surveys will allow organizations to address small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where a relatively insignificant incident unleashes a torrent of pent up frustration.

It should not be forgotten that most employees appreciate being consulted and asking their opinion is not seen as a sign of weakness but an indicator of good decision making.

It’s unusual to find a solution to management problems that is quick, easy and won’t break the bank but here one is.

If a building’s broken window is not repaired promptly it doesn’t take long for many of the building’s other windows to be broken. Resolving problems when they are small will prevent them from developing into larger problems.

When considering the level of employee satisfaction the same is true. Dissatisfaction can spread like wildfire and in the blink of an eye you can have the type of morale problems that are notoriously hard to resolve.

To ensure that your employees are satisfied you need to appreciate any day to day concerns that they may have and deal with them quickly. It is important to keep the initiative and a good tip is to give a little and often.

This turns out be a vicious circle. Fixing problems when they are small is also when they are at their cheapest to fix. The majority of employees would prefer their managers to act without being prompted and by doing so they prevent the situation where they have to address employees’ concern while on the back foot. Staff like strong, confident management and this approach generates respect not least because someone has taken the time to understand some of the employees’ issues.

Compare that with those managers who are out of touch. If they are late in addressing problems they are always on the defensive, having to concede to demands they run the risk of losing credibility which in turn can lead to having to agree to less reasonable demands. It’s not big and it’s not clever.

The question is how one goes about monitoring the morale of a company without throwing money at the problem and without the luxury of having spare time?

An online employee survey offers a solution. They’re quick, easy to use, and a low cost solution. Surveys can be written and deployed in seconds, using email, web links and social networks invitations can be sent out immediately and for free and the results are collated and displayed in real time.

The perfect delivery platform is the corporate internet.

By linking through to an online survey website a company can regularly conduct surveys so they become part and parcel of the daily operations.

With the real-time results that are a by product of online surveys the mood of the employees can be accurately gauged and individual and collective concerns highlighted.

Companies can use survey results to highlight problem areas and then use follow-up surveys to target specific concerns. With good information managers are able to get to the root of specific problems and prepare a considered response.

Conducting regular surveys will allow organizations to address small problems in a timely manner and avoid ‘the straw that broke the camels back’ syndrome where a relatively insignificant incident unleashes a torrent of pent up frustration.

When management show willingness to consult with the workforce it is appreciated by most employees, not viewed as a sign of weakness but an indicator of good decision making.

Every now and then management problems can be solved with something that is quick, easy and won’t break the bank; enjoy.