Page1 Page2 Page3 Page4     More about answers@work’s existing employee survey     Imagine will provide you valuable information in areas such as: Leadership - practices affecting turnover Job Related Issues – such as clarity of assignments, work/life balance Community Living Issues - such as housing costs and commute Relationships – with co-workers Rewards and Recognition Market-     Increasing participation in retention surveys   Attaining participation of employees is a challenge for employers. However, the strategies of process optimization, announcing upcoming surveys, rewarding participation, publicizing rewards and contest winners, and following through with communication of survey results and resultant workplace changes, will ultimately positively affect employee participation. Process focus is essential. Give HR opportunities to implement new retention-related policies and procedures, such as issuing numerous publicity approaches including poster boards, emails and announcements. For exit interviews, allow HR to cancel any employee direct deposits of final paychecks. Then require employees to complete out processing through HR, resulting in the chance to ask the employee to sit at a computer and complete an on-line survey. If applicable, paper or telephone survey procedures can be explained. At this point, HR can also communicate about and provide the employee any rewards or drawing opportunities in appreciation for participation. Some organizations elect not to use on-line survey processes, and HR can use the out processing opportunity to review the importance of the survey as a means for improving the work environment for themselves, friends and coworkers. Interview the employee to gain information beyond the survey process. Many organizations have discontinued the personal interview. Quality survey services will provide employees the opportunity to provide comments to open-ended questions during the survey process. Other organizations continue to interview to have the benefit of evaluating the employee's verbal and non-verbal feedback, as well as to be able to ask clarifying questions.       Competitiveness – for pay and benefits Legal Issues – related to equal treatment Organization-Related Issues – customer service and employee safety Personal Growth Opportunity Customer Satisfaction Issues – organization's emphasis on this   Imagine measures employee's satisfaction in these and many other key retention areas of employment.           Use rewards and drawings   The greatest value in rewards and drawings is the opportunities for enhancing employee participation and publicity. Survey takers will enjoy the gifts or gift certificates provided in appreciation for completing surveys, for example, a $5 gift certificate to Starbucks, McDonalds, or movie tickets.     At the other end of the spectrum, consider offering after each survey a ticket for a drawing. One company encourages survey participation by giving each survey taker a gold $1 coin after they complete their annual survey. The employee keeps the coin or drops it a container with all the coins, in return for a ticket for a drawing. This company then has a drawing for a highly desirable vacation trip for 2 to Hawaii, or a Bermuda or Mexican Riviera Cruise. The winner also gets all the $1 coins for spending money. The cost varies, but may be about $4,000 to $5,000. Drawings can be for any item(s) fitting the company budget. Examples include one or even two matching bicycles, or a day or more off work (very popular) with a spa package added. Don’t be frugal when supporting employee participation. This investment is considered negligible when compared to the value of the information provided by the participants. Remember, you can easily save tens of thousands of dollars for each employee you retain or enhanced productivity because you responded to survey data with programs that garnered employee loyalty and commitment.                   Page1 Page2 Page3 Page4