Employee Satisfaction

Losing good talent to others?  Having trouble hiring top talent?

The retiring “Baby Boomers” are predicted to cause a talent drain on the US workforce by several million.  Some estimates say there will be 75 million leaving and only 45 million to take their place.  Making sure that the organization is a quality place to work is the focus of the employee satisfaction survey.

Fair treatment, achievement and recognition and “joy” in the workplace are key indicators that will help make the organization a great place to work.  Employee satisfaction surveys have been conducted for decades across America. 

Losing top talent causes several things to happen:

•    Intellectual capital goes out the door

•    Work flow is interrupted when others must fill in for the lost employee

•    Money is spent on recruiting, hiring and training new employees

•    Customer service can be impacted depending on the position of the employee

•    Filling vacancies rather than growth becomes the day-to-day strategy

The effectiveness of the front line supervisor is key in retention of top talent.  Identification of the strengths and problem areas in the organization will help top management make changes that will improve and maintain a desired workplace where people want to be hired and remain once there.

Total turnover costs are not always evident on the financial statements of an organization.  Estimates can run into tens of thousands of dollars and sometimes six digit figures depending on the skill level and position of the employee leaving.  This, in turn, impacts the bottom line.

The Kilgore Group offers two options for addressing this issue:

1.    Regular use of an employee satisfaction survey to monitor the ongoing effectiveness of all aspects of the employee’s work environment is a first step.  Successive years of data will develop a tracking process that will indicate improvement and problem areas.

2.    Regular use of the Kilgore Turnover survey.  Exit interviews are known to be suspect in revealing the real reasons for an employee’s departure.  This survey provides the input necessary to continue to make quality decisions on employee retention.

Turnover survey:
The organization provides The Kilgore Group with demographic data to build a survey that will provide targeted data by department on turnover.  A list of names and contact information is provided and Kilgore contacts the employee with an invitation to take the survey in a confidential manner.  Sometimes an incentive is provided to complete the survey.  At predetermined intervals, Kilgore will summarize the data and provide a report to the organization.  This data, in turn, enables the organization to address the problem immediately vs. waiting for the annual satisfaction survey.  The survey can also be used as a targeted survey for a specific department that is experiencing turnover problems.  It can, on occasion, find a former employee that would like to return to their former job or another job in the organization.  The other benefit is that the professional interaction builds a rapport that increases the probability that former employees might return.

Click here to contact us for more information on these employee surveys.