In my last blog post, I already explained “Maslow´s hierarchy of needs” and how you can use this theory in a successful way. An essential step, before you even think about changing something, is to determine the grade of your employee´s satisfaction, as well as the dissatisfaction.
Most bosses think that speaking to their staff is the best way to get to know disturbing factors. It can be a useful method for sure, but do not forget the fact that many answers given in a conversation are not always honest, because consequences are feared. However, there are two possibilities to raise reliable data.
Direct measuring
Instead of speaking to your employees personally, let them write down the negative, but also the positive thoughts about the leadership style and the working climate. Use anonymous questionnaires to grant the fact that the asked people share their sincere opinion. In addition to that, it is also necessary, that nobody is forced to complete this procedure. After an evaluation, present the results to the team.
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Indirect measuring
In contrast to the “direct measuring” technique, indirect measuring has nothing to do with interhuman communication. Collect key figures – the fluctuation rate or absent days for example – and try to find out the height of dissatisfaction. Handle these numbers with care, because everybody has a different idea of a high or a low fluctuation rate.
Combine the methods and conduct them periodically to receive effective results, in which concerns there is a growing satisfaction. Once you know which parts of the company policy upset your employees, you can react and initiate an improving process!
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