When you use an employee satisfaction survey, the original value of the survey is often lost in a series of questions. In an effort to assess the effectiveness of employee services, it is not hard for HR managers to go overboard with the questions and unnecessary queries. However, the actual aim of the employee satisfaction survey should be to measure the happiness quotient of employees. This is necessary for two reasons.
Firstly, knowing the level of happiness of employees allows employers to make amends and change the processes that are going wrong.
Second, we are naturally inclined towards assessing things based on numbers. So having clear numbers in front of the HR team encourages them to improve the stats and increase employee happiness.
So, today, we will discuss how you can measure employee happiness. If you are also not sure where to start, follow our league and measure employee happiness.
1. Employee Mood
Most of the times, you can simply ask your employees about their workplace mood. They are pretty vocal about it. But, you need to ensure anonymity on the same.
Just use the plain, old-school methods to ask your employees about how they are feeling in the office. Here are the things to measure:
- How happy are you?
- Do you feel engaged?
- Are you satisfied with your job role?
- Are you satisfied with the office culture?
Apart from this, you can create specific surveys to assess the psychological health and physical wellbeing of the employees. For instance, do you often stay back in the office for work or do you feel stressed because of the office obligations.
These questions are usually asked in the form of a survey, link of which is individually sent to every employee. Based on the responses, you can acknowledge the current mood of the workplace.
Are you receiving more applications for hiring even when you have not posted any vacancy?
If yes, then your happiness status looks good. If not, then you need to analyze your condition once again.
It is known that happy workplaces are more attractive to employees, which is why these organizations receive multiple applications from candidates asking for a job role or vacancy.
Here are the metrics to analyze it:
- Number of applications received.
- Time you take to fill vacant positions.
- The rate of acceptance related to the job offers you give.
- The rate of hires.
This measure is specifically beneficial for fast growing organizations with strong competitors.
3. Customer Metrics
The employees’ happiness is directly proportional to customers’ happiness. Happy employees deliver a high-level of efficiency, which makes the customer happy. So it is all intertwined.
Here are the metrics to assess:
- Customer satisfaction
- Brand value
- Customer loyalty
We already know that the performance of any employee is related to how satisfied and happy they are in the workplace. If an employee enjoys his or her work and also likes the culture of the company, they are likely to exhibit high performance than the employees who are not happy in their job roles.
Here are some of the metrics to assess:
- Number of errors made by employees.
- Productivity of the team, business, and employees.
- Workplace accidents, mishaps, or miscommunications.
- Success rate of new ideas and innovations.
When your employees are happy, you won’t have an aura of negativity in the office. This is because your employees are more likely to radiate happiness and positive nature even in case of negative incidents.
Here are the metrics to evaluate:
- Cases of fraud and stealing.
- Cases of complaints to HR.
6. Other Metrics
There are several other metrics that indicate the happiness quotient of the workplace, let’s check these metrics:
- Employee turnover
Plan for Future
The bottom line is most of your questions in the employee satisfaction survey can give you an idea of the employee happiness. You need to pick the clues and make the necessary changes. If your survey is too distorted to offer any relevant data, there is very less chance of you achieving any value from it. So, analyze the above metrics, discuss it with your team, and create a plan to assess these metrics in the employee satisfaction survey.
Once you have the numbers, you can understand the underlying issue or level of happiness at the workplace. Based on this, it is possible for the HR team to make amends and improve the employee experience.