Anonymous surveys which require employees to disclose age, gender and department in which they work, contractors/consultants brought in to help devise and deliver bad news while senior management side-steps accountability, ascribing middle management accountability for senior management employee satisfaction, consumer satisfaction surveys which nobody can figure out, budget goal posts mounted on wheels...on and on it goes. Bottom Line Mentality runs rampant and yet it's a mystery that morale and good faith stinks.
Quote:
Originally Posted by RF5BPilot
There has been a shift in how (many) companies view employees. Granted, this has gone in waves before, but this has stuck since 2008.
Since 1990, I've given organizations an alternative to traditional (snapshot) employee surveys. I use a diagnostic process that can show the underlying causes of why people quit or stay, the factors that affect productivity, the qualities of the best leadership styles for your organization, etc. I've turned this into more than just a report, but a full action process so that this information gets used.
Since 2008, for the most part, the companies I encounter feel the employees are lucky to have a job at all. There are many more applicants than jobs and alternatives are so slim, that management has a much freer hand in how they treat employees because it doesn't seem to have the consequences that it did before when there were more jobs available.
So, my work has tended to wither as most organizations have migrated to the shortest, cheapest surveys (if they continued employee surveys at all) that tend to stress comparative data (which is so inaccurate that you're probably better off not seeing it). Mostly just to say they did a survey rather than implementing a systems improvement process.
Disappointing.
I'm in the process of moving on to another way to make a living as I just have no interest in junk survey work.
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