Creating a Pro-active Labor Relations Environment - Part Eight in a Series: Employee/Associate Opinion Survey

A key element in achieving a pro-active labor relations environment is the development and implementation of an employee/associate opinion survey.  In fact, this is usually the best starting point, since it will provide the necessary information on which to base an action plan.  A confidential employee/associate opinion survey will ascertain employee/associate attitudes and perceptions toward their:

  • Job duties.
  • Working conditions.
  • Teamwork.
  • Supervisor’s and manager’s skill set.
  • Pay.
  • Benefits.
  • Communication.
  • Opportunities for advancement.
  • Personnel policies and procedures.
  • Job security.
  • Training.
  • Morale.
  • Trust in management.

The survey serves multiple purposes:  

It provides employees/associates with a direct and anonymous channel of communication to top management.  As a result, employees/associates know they can communicate frankly with management without fear of reprisal.  

It furnishes management with an accurate, continuing profile of employee/associate attitudes upon which to base policy decisions.  

Following management’s review and analysis of the survey data, it is imperative that management conduct timely “employee feedback sessions” designed to communicate the results and encourage direct and positive dialogue with employees/associates on critical issues.  These “feedback sessions” provide management with a further opportunity to validate the survey results and to obtain additional information.  Once management has gained insight into issues and concerns that employees/associates consider important, it can then develop and implement a plan of action and, thus, demonstrate that it is truly listening and cares.

In addition to the ideas discussed above, creating a pro-active work environment should also include the components to be discussed in upcoming blogs as part of a comprehensive strategy.

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