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Reasons Why an Employee Satisfaction Survey Can Be Useful


Posted by Insightlink on 08/08/13

There are many reasons why you should think about giving your employees an employee satisfaction survey.

First, you need to gauge their satisfaction with their jobs. Knowing the areas in which your employees are happy, as well as the areas that they feel need improvement, can help you make needed changes to the operation of your business.

Second, knowing which employees are completely happy with their jobs can give you a goal to reach for – you want ALL of your employees to eventually be completely satisfied with their jobs. Knowing how your workers honestly feel about their jobs provides you with valuable insight that you need.

Sure, you can simply ask your employees how they feel, but the chances of getting honest answers are slim. Employees are usually not comfortable telling their bosses if they are unhappy on the job. They are often afraid that showing dissatisfaction could cause them to lose a job that they need. So, they tend to keep their feelings to themselves. With a survey, you can find out the truth about their feelings. They can reveal their honest answers without worrying about possible repercussions. The relationship balance between an employer and an employee is a delicate one. You must approach any changes with care.

The first step to making needed the changes necessary to help your business succeed starts with knowing and understanding your employees.

Insightlink Communications can help you know and understand your employees through the use of our surveys. Contact us today to learn more about our surveys and the many benefits they offer.  

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Only the Insightlink 4Cs Employee Survey can give you the full picture and let you hear how your employees feel about their experience at your organization.

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Insightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.



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