Tag Archives: Step 1

Step by Step – Employee Satisfaction Surveys

The benefit of deploying an employee survey on an annual basis has for a long time been widely accepted but many organizations are reluctant to conduct them due to the amount of effort that is required.

Many organizations who have conducted their own internal employee satisfaction surveys use word-processors to design and compile a survey, then go through the effort of printing and distributing the survey and invest time chasing and collecting the completed surveys and then more time transferring the survey response information into a meaningful management report.

Fortunately with the introduction of the Internet and hosted survey websites what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.

Document here is a step by step guide to help implement a survey that will bring considerable benefits to any organization.

Step 1 – Identifying The Need

There are many reasons an organization might benefit from a survey. Listed below are a few of the common reason why employee satisfaction surveys are conducted.

Event Driven Drivers

If your organization is about to embark, or is going through, a change management program employee surveys can assist in managing the change, measuring the effectiveness of the change, help to deliver a ‘message’ and gather valuable feedback throughout the change cycle.

Where an organization is experiencing a period of rapid growth employee surveys can make sure that the employees are aware of their reporting and management responsibilities.

If an organization is suffering from poor moral stemming from either internal or external influences an employee survey can be used to identify what the specific concerns of employees are so that those concerns can be properly addressed.

Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.

Periodically

As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.

Employee surveys offer the senior management the opportunity to look at the soft underbelly of their organization and will help them confirm, or otherwise, that their ‘top down’ view of the organization matches the reality and the ‘bottom up’ perspective.

Employee surveys will help an organization establish good employee/employer communication that will in turn bring direct and indirect benefits.

Step 2 – Management Support

It is always desirable and sometimes essential to have management support for a survey but where a management team might have grown complacent and detached from their employees the survey results may be all that is required to get them to positively reengage with the business and employees.

Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.

The degree that management commit to an employee survey will have a bearing on the nature of the survey and to some extent will help determine what questions.

A management that is supportive of the initiative may require feedback on specific areas of the business or they may give the go ahead because they feel confident that the results will only confirm that the level of employee satisfaction throughout the organization is high.

Step 3 – Designing The Survey

Designing a good survey will take some time and effort but by following the basics of survey design and concentrating on the ‘need to know’ questions and removing the ‘nice to know’ a survey will rapidly take shape.

Determining the exact questions that should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.

While considering what questions to ask give consideration to how the results are to be analyzed. For example there is nearly always a wish to ask for individual comments but these free text answers can be very time consuming and cumbersome to analyze and should therefore be used very sparingly.

Online surveys make it practical to conduct multiple smaller surveys than one very long survey and avoid the higher the drop out rate that are associate with longer surveys.

Step 4 – Checking And Testing

Spelling, Grammar and Clarity

Before the survey is published carefully check that there are no spelling and typing mistakes or incorrect grammar. It is recommended that you always have a colleague who has not been involved in the survey design to proof read the survey with clean eyes before the survey goes live, if no colleague is available try to take a break before checking through the survey again.

Say What You Mean And Mean What You Say

When checking the survey consider the survey from the respondent’s viewpoint, you may know what you mean by each question but will the employee?

Allow the Respondent to Answer Truthfully

Where the employee will be required to choose from a number of available responses, closed questions, have you allowed the employee to answer accurately? Make good use of responses like ‘No Comment’, ‘Not Applicable’ or ‘Don’t know’ where you have made the question mandatory but the employee may not be able or wish to answer.

Give consideration to allowing the employee to include an ‘Other’ answer but be mindful that ‘Other’ answers add to the complexity when analyzing the survey results.

Don’t Insist on a Response to Questions that may not have one

Check that for questions that have been made mandatory that you definitely do require an answer, for example open questions that ask for additional comments should not be mandatory unless you really do require the respondent to write a comment.

Check you will be able to Analyze the Data

Make another check of the survey but this time examine how the results of the survey will be analyzed. Consider how you are likely to want to analyze the survey data, have you asked the right questions to be able to perform detailed analysis? For example if you want to be able to view the detailed response data from the perspective of the different departments, or maybe length of service, check you have asked the employee to indicate their own department and/or length of service.

Don’t Ask Anymore Questions Than You Need To

Consider all the questions in the survey and ensure that they are all ‘need to know’ questions.

Test the Link and Try Completing the Survey

Publish the survey and then send the survey’s link to a number of people who will be willing to test the survey. By completing the survey yourself you will get a feel for the survey from a respondent’s point of view. From your own and the feedback of your colleagues stop and fine tune the survey as required.

Continue to repeat this process until you are happy with the survey.

Check The Data

Take the time to view the online results of the test data and ensure that the data is being collected and can be analyzed in a manner that will give meaningful results.

Step 5 – Promoting And Deploying The Survey

Where all or the majority of employees have access to the Internet or company intranet deploying the online survey is easy, either via email and/or by establishing a link to the survey from your own website or the Intranet.

Where there are some or many employees that do not have direct access to the internet there are a number of alternatives that can be used from issuing the survey in printed form, providing a shared terminal or giving them an incentive to complete the survey at home.

Step 6 – Monitoring

You are able to view in real-time the results online and the number of surveys that have been both started and completed.

If after a few days the number of completed surveys falls short of any set target it is recommended to send employees one or more reminders to ask them to complete the survey.

Step 7 – Analyzing the Results

When it comes to analyzing the results data there are no hard and fast rules. Much will depend on the specific survey, the questions that are asked and the number of responses that are received.

On the proviso that the right questions have been asked a number of ‘headline’ results will often stand out when the survey data is first analyzed that can provide you with an overview and an assessment of the general mood of the organization.

In areas where the results indicate areas of concern a more detailed analysis may be advisable. For example if employees were asked if they felt the organization provided equal opportunities to both genders it would be useful to have a gender split and if say 25% gave a negative response the ability to drill down further to see what the gender split was of the 25% that answered negatively. Was the negative view shared by employees of both genders, is it a view held throughout the organization, or is it one that is limited to a particular gender and/or a particular department?

Step 8 – Post Survey Action

Probably the most important step is the last. The results of an employee survey will either confirm that the perfect organization really does exist or, and more likely, it will by the individual and common concerns that are raised identify the areas that are less than perfect.

It may prove necessary to conduct further, more detailed surveys, to target specific areas. For example the survey may reveal that employees working in a particular department are collectively unhappy, but the reasons for their dissatisfaction may not be clear. A specifically targeted follow-up survey may help reveal the root causes.

When employee surveys are run on a regular basis an organization that has a track record of addressing the issues highlighted by surveys will see their efforts rewarded in the results of subsequent surveys. Almost all organizations have some problems and it helps an organization’s moral to see that a channel is available that will allow problems to be highlighted, addressed and resolved.

Summary

It is hoped that these guidelines will help an organization conduct successful employee satisfaction surveys, they are however, only a guide.

By utilizing existing technology and conducting surveys online you are now able to monitor the heart beat of an organization, quickly, easily and at minimal cost.

www.jinganews.info


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Get a Criminal Defense Lawyer

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Confessions of a European Event Manager

 

Introduction

When a company or organisation wants to put on a conference or large event, it is unlikely they would consider doing it themselves. Most companies do not have all the necessary in-house expertise, and releasing personnel from their usual work could be less cost efficient than bringing in the experts. There is also a great deal more to organising a conference than most people would realise in that it is a very stressful and technical activity. The client therefore would usually call in another company that specialises entirely in conference and event management.

There are a great many companies offering Corporate Event Management Services so competition is keen. Even if you are the best you still have to compete with others who offer lower prices and might appear to be better value. One of the ways of countering the cut throat business in the UK is to look at offering Conference Production Services in Europe. European managers then have the option of using a UK or EU company to provide for their Conference or Event. UK conference services are more than able to offer competitive prices. In the current economic climate with the pound at its lowest value for many years, UK companies have a distinct advantage in the EU market. .

I plan to take you through a step by step account of the stages of managing an event in Europe using examples from a recent contract in Rome.

Step 1

As a company offering conference and event management services it is essential that the quality of service provided is professional and value for money. To this end attention to detail is paramount. The project manager will know his team and the quality and reliability of the technical staff, the quality of the electronic equipment and the soundness of the sets that are used. Once these details are in place and proven on previous jobs then the pitch to the client can be confident and knowledgeable so that the client can be reassured things will run smoothly.

Step 2

The Brief

The brief we were given was a three and a half day conference event in Rome in early February for approximately 150 international delegates attending, the majority of whom would be travelling from the USA.

Technical Specification

The technical requirement was to combine a rear projection set and a four speaker PA system with radio microphones. Also data and video switching, wireless table microphones for delegate interaction with presenters in question and answer sessions. They wanted two show laptop PC’s loaded with PowerPoint and various video software to assist with conversion of any extra footage required to a suitable format for projection.

Step 3

A quotation was provided for all the physical hardware and the technical requirements and the services of the project manager and his team. No subcontracting was required. Details were agreed and the quote was accepted by the client and a contract issued. It is important to make sure you have a contract and in it, a clause for cancellation charges.

For all your big sports activities the use a good events company will be invaluable.

Step 4

When organising any event abroad we find it more reliable and economical to use our own technical equipment and workforce who we know and trust. There are no problems with language and the team understand the technical issues that are likely to be encountered. They are used to working together, each having their strengths to contribute to the whole, and they can be trusted to do the best possible job with the minimum of fuss. However planning is a key activity particularly when organising meetings and conference events abroad. If you have forgotten something it’s too late to go back when you have driven 600 miles. So having decided to transport the full conference set, staging and equipment by van to Rome we then worked out the details of how best to achieve it.There will always be last minute and additional requirements from presenters and our team can be relied upon to deal with last minute glitches, that need immediate and effective technical support, as a matter of course.

Step 5

Transportation

The size of the event is critical to the choice of transportation. In our Rome example it was possible to convey all the required equipment in a hire van which could be driven using a standard UK driving licence. If the scale of a conference or exhibition event is much larger it would be recommended to use a dedicated freighting company to collect, deliver and return staging and technical elements to the destination. Using a dedicated freighting company also has the benefit of delivering the key personnel to the event without them being tired out after driving across Europe.

However, in this case it was decided that the event technicians would drive the van to Rome which would still be well within budget for all staging and technical elements. When hiring a vehicle it is essential to pay attention to maximum load capacity of the vehicle. The weight of the technical equipment and set must be less than the maximum load and once the main systems are onboard, care must be taken not to fill it to the brim with extra bits and pieces.

It is so easy, when being helpful, to add the client event material, such as delegate registration systems and materials, brochures, display and graphic panels. The result can easily mean that the maximum safe load allowance for the vehicle is compromised. As the load capacity is a legal necessity it is never a good idea to consent to extra items on behalf of the client without being aware of the likely impact on overall weight.

Step 6

The Journey

As the distance was twelve hundred miles there and back it was decided that with an allotted journey time of two and a half days each way to Rome would be enough. Although it would have been possible to travel to Rome in two days we have learned from experience to allow a margin for any delays en route. It also allows for the technicians themselves to be fresh enough after the road trip to be able to work effectively.

When travelling long distance across Europe and at a time of year when the weather might be inclement, it is essential that the safety of personnel and other road users is paramount. By dividing the travel time between two drivers and rotating them every two hours, we have found that neither is unduly fatigued. This system allows large distances of up to 600 miles a day to be covered with safety. Regular breaks help to maintain concentration and awareness, with total travel times of no more than ten hours in any day and preferably no more than eight hours a day. It is never advisable to rely on a bare minimum of journey time for any long distance travel to meet an event deadline.

For corporate entertainment it is recommended to use a conference management company that specialises and are skilled in the business.

Having decided on the route to be taken from the UK to Rome we left the UK via a ferry from Dover to Calais and then journeyed to an area just North of Dijon on day one. From Dijon on day two, the journey continued as far as Bologna via the Mont Blanc tunnel. We decided on day three, to make an early start for the half day drive from Bologna to Rome and deliver the equipment to the venue, then rest up for the remainder of the day so the crew would be fresh to start work the next morning.

Navigation across Europe is now much more straight forward with Satellite, but we would also recommend printed route plans and local maps of any places where a stop-over is planned. It has sometimes been the case that even with the latest updated information the Sat Nav cannot always find the precise location of the road you want, due to the ongoing construction of many new motorway networks. You may find yourself suddenly stuck on a road it doesn’t know and this is when the co-driver can be a great help to navigate you through the confusion.

Step 7

Accommodation for Overnight Stops

Choosing accommodation for suitable overnight stops is worth some research. There is a plentiful choice of motel stops near to all major roads in France and Italy all of which are reasonably priced. However, there are wonderful guest houses away from the main cities and major roads which offer a much more relaxing experience for a tired traveller and are usually cheaper than the chain motels. Often these places have secure parking enhancing vehicle security from theft and damage. After all, when freighting audio-visual systems with a value stretching to tens of thousands of pounds, peace of mind is useful to say the least.It is advisable to spend time during pre-event production locating places to overnight. There is little benefit from having to find a room late in the day at an unknown cost which may impact on the profitability of the job.

Step 8

On Site Conference Production

On arrival in Rome we drove the van to the conference venue so that the audio-visual equipment and staging could be unloaded directly into the conference room. This was to secure the items and have everything ready for setting up the following day. Getting an early start to set up the equipment allowed for the client to begin presentation rehearsals on the afternoon of the rig day. Later on the same day there was to be an evening reception and brief welcome presentation to all attending delegates. The setting up procedures are tried and tested and the team worked like a well oiled machine so that all the audio-visual elements were complete and in place on schedule and all the technical systems were working correctly by the time the client presenters arrived from the USA.Our job is to make sure all the technical elements are set up and in working order by the time the client wants to use them and test their own systems. It is at this point that the last minute glitches will probably occur.

Step 9

Audio Visual and Production Content

An example of the kind of last minute technical hitches that has to be resolved is when a conference presenter is unable to submit his presentation during the pre-production period and will arrive on site with it in his briefcase (Probably having worked on it during his flight over). The production team will not know until late in the process what presentation format is required. However the presenter will still expect his material to be incorporated seamlessly into a master slide deck. If a conference set uses a wide screen projection format the content will need to be generated in a sixteen by nine aspect ratio. Unknown to the presenter however, the offered material may have been built around a slide template that used a four by three aspect ratio instead. Depending on content, this may have minimal impression on the look of the presentation but if there are images of people, or pie chart graphs, these will then appear as stretched and elliptical shapes which would be unsatisfactory. Fonts and text boxes may move out of alignment and embedded applications such as XL may well be impossible to read.

Audio visual equipment can be very complicated so it is best to use a specialist team to make sure is works perfectly for your event.

During the rehearsals for the first day of the conference one of the American presenters had travelled to site with a power point presentation containing video footage. Unfortunately the video content had not been embedded into his presentation so it did not appear as he expected. The video content was hyper-linked to files that were inaccessible from the PowerPoint presentation – supplied to us on a memory stick. Fortunately with our technical expertise we were able to download the video from source and convert the video footage into a high resolution format that would be compatible with our audio visual systems. This is when event support specialists, who speak English as a first language and are familiar with the requirements of such last-minute complications, are invaluable.

In an ideal scenario, all presentation content will have been tendered during the pre-production phase to minimise such last minute glitches, but more often than not on-site changes are required to re-format a presentation. Whilst it is by no means out of the question that a local AV company might well have been able to do the same, feedback from client events in Europe suggests that when they have used a local supplier they have often failed to be sufficiently expert to support such needs.

Step 10

During the Conference

Over the period of the two and a half day event we were able to further enhance our reputation with the client and delegates. Something that they had overlooked until the last minute was to provide appropriate themed music for role-play exercises. Although it had not been part of the original conference production brief, we were able to provide apt and timely presentation support at very short notice from our on-site database of over thirty thousand music tracks.

Whilst seeming relatively trivial points in themselves the above types of scenarios can be very stressful for conference and event organisers, who already have responsibilities that go beyond the presentation content. The corporate conference event being organised by the client is a huge task of delegate management and event logistics, so that any projects that can be left to an experienced dedicated event management team such as ourselves, frees them up to focus on their own tasks of delivering a successful delegate experience.

Step 11

Language Issues in European Conferencing.

When working in Europe either as an event manager, conference producer, or production company, it is always helpful if you are able to communicate directly with the people you meet at the venue and along the way. Whilst all major event management destinations and hotels across Europe have staff who will speak English, there are occasions when they will not be available. We are happy to have colleagues with rudimentary skills in French, Spanish and German who are all keen to improve their language skills. They are prepared to have a go whenever possible to try out what they have learned and this has sometimes proved to be invaluable. It may seem obvious to say, but we recommend that at least one on your production team should have a working knowledge of the local language and should be encouraged to use their language skills as often as possible. It is often surprising how a little effort can generate a much better response from those who you are working alongside.

Conclusion

If you haven’t given much thought to the idea of working in Europe then we really recommend it. Conference events in Europe can be undertaken by a UK event production company at comparable cost to our European colleagues in the audio-visual supply sector. Favourable exchange rates add a further competitive edge to the costs of bringing your audio-visual and staging from the UK. Researching and planning the route and method by which conferencing systems are freighted and delivered will provide surprisingly low cost delivery solutions.

Taking your preferred conference production team with you to Europe will give increased peace of mind with regard to the quality of your technical support. Our client in Rome was very happy with the service and level of attention to detail we brought to their conference and repeat European corporate events are now routinely part of our conferencing diary. Fortunately our team really enjoy the experience of travelling abroad and having the opportunity during ‘down time’ to experience life in another culture and country.

 


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