Employees / Auditing Groups

Employees / Auditing Groups

Employee research is one of the more specific kinds of research which can be seen to accord with the target group. It combines the characteristics of ‘business to business’ (B2B) and ‘business to client/customer’ (B2C) surveys.

B2E (employee) surveys usually have a very specific objective – to determine satisfaction with, and evaluation of, the working environment. Such employee mood and opinion surveys can be carried out cyclically, systematically or once a year. They serve to obtain information on the internal (operational and strategic) directions of changes in the working environment and the condition of the workplace in the eyes of the employees.

The implementation of B2E surveys for various clients demonstrates that it is advisable to precede such measurements with a communication campaign and B2E surveys usually take place in tandem with internal communication. Different employee positions require a varied approach to such communication, but this usually constitutes more extensive action involving all employees.

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In B2E surveys (as part of quantitative measurements), there is often a chance to implement the so called “total sample”, i.e. to examine all, or almost all, employees from a given company (and not only a sample of these employees). This obviously depends on the size of the total workforce. PMR’s experience in this arena shows that we often have the opportunity to obtain data from 70% to 100% of all employees with whom we have contact.

B2E is an example of a study in which it happens that people selected for the measurement are in one place at the same time. In addition to the indirect methods of reaching such people (e-mail and telephone), one can also try to do so by means of the auditing method.

The auditing group method works well not only in B2E, but also in surveys of pupils, students and spectators of, or participants in, the event. It is a method which involves passing on a survey or other research tool in one place to more people so that they can take part in the measurement at the same time.

One important advantage of a method of this nature is the time of data collection in the field itself, which (if well planned) can be reduced to 1-2 days. It is also a method which is very resistant to systematic error and any unreliability. This is because, during the auditing measurement, everything is directly supervised by an experienced moderator or several moderators.

As part of the projects prepared for its clients, PMR has repeatedly examined the degree of satisfaction and the moods of employees of companies or other specific target groups, including audiences. We are able to prepare fully professional recommendations on what needs to be changed in order to improve the level of satisfaction and evaluation of the work environment in the most rapid and effective way. In assessing satisfaction for our clients we use several methods and analysis tools which have been proven over the years: GWS (the Main Satisfaction Index), the validity-satisfaction matrix, satisfaction gaps and recommendation indicators, including NPS (the Net Promoter Score).

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