Workplace wellbeing survey as a continuous service
Employee wellbeing and work satisfaction have a fundamental impact on work productivity and business profitability. Not only does workplace wellbeing help an employee serve their employer better, in the service sector employee wellbeing comes across as good customer experience as well. Measuring employee experience is as important as measuring customer experience and doing either one of them once a year just isn’t enough.
A monthly or at least quarterly agile workplace wellbeing survey brings forth problems that require quick reacting and offers a tool to develop work environment, management and leadership. By measuring workplace wellbeing continuously, you can effortlessly track the impact of the changes made on the work community and its wellbeing, on one hand, and whether the managers use the feedback received in their leadership, on the other.
Workplace wellbeing survey changes according to needs
Roidu surveys are easy to edit according to what you want to know at the time being. You can include questions that are repeated monthly or at intervals according to what is relevant and needed. Our agile monthly workplace wellbeing survey can also replace the extensive yearly employee surveys. You can ask yearly about some important topics that don’t need monthly attention such as workplace harassment or ergonomics. For example work ergonomics isn’t a monthly topic but if it’s deemed poor and changes are made, you can track the impacts of the changes after a few months.
Some topics can be tracked in a couple months’ interval, such as work engagement or training needs. Monthly attention could be paid to questions about management and atmosphere, such as whether the respondent feels they are getting enough feedback on their work or that their opinions are heard.
This kind of need-based flexibility makes Roidu’s workplace wellbeing surveys an excellent tool to assess employee experience. In the short term, you’ll collect enough information about employee wellbeing to develop management practices, and in the long run, you’ll gather a huge amount of data to develop the whole organisation. Problems surface quickly to be solved, the factors affecting work environment can be recognised and tackled accordingly and the management gets the feedback they need to lead their employees better. With the surveys you can also find out the views of e.g. new employees or seasonal workers on the onboarding they received, so that it can be optimised to serve real needs.
Only used feedback has value
Of course no amount of feedback however it’s collected in itself can change anything but the frustration level of the survey respondents. Workplace wellbeing has so much significance in increasing the organisation’s productivity and business profitability that hopefully most organisations regard employee wellbeing with the seriousness it deserves. The best thing about Roidu’s workplace wellbeing measuring service is its clear reports that makes the results easy to utilise. The reporting service offers a user-specific reporting view for each level of the organisation and reports according to information needs can be sent straight to email in suitable intervals. This ensures that each service user has an easy access to the information they need.
When measuring workplace wellbeing, it’s essential that it’s regular, continuous and frequent enough, so that the raised topics can be reacted to as quickly as possible. Also, the measuring has to be as easy, pleasant and effortless as possible (for example the background information should be included automatically to the surveys without the respondents input). The questions asked have to be deliberate so that the collected information is as useful and extensive as possible with as little questions as possible. The most important thing, however, is that the feedback is used as efficiently as possible and that topics are tackled appropriately, because that, and only that, is the whole point of workplace wellbeing surveys.