What Everyone is Saying About The Chicken or Egg and Employee Attitude Surveys
Heads up. You are already aware of employee attitude surveys and you are most likely tuned into what a powerful tool these surveys can be. Yet, sometimes, if not always, knowing is just not enough. There has to be an action plan.
Consider the age-old question of the chicken or the egg. In today’s modern era, the chicken or the egg can apply directly to your workplace. You only need to tweak it a little bit to adapt it to current times. The new improved question is this: which comes first: bad management or bad attitude?
Before you blurt out a quick answer, hold your tongue for just a second. Agree to look at this question calmly and professionally. How about looking at this from the other side? What if you did a sort of thought experiment, the kind of activity normally associated with theoretical physicists but one which can be adapted to you and your organization quite handily?
Why not put on the virtual employee hat for a day? What might it look like from that side of the table? Suppose, for example, you are a retail employee in an unnamed retail environment. Further, go ahead and assume you have been there for less than three years but more than one year. During that time, go ahead and assume your employer has very responsibly had a sit-down with you. The politically correct term for this is performance review. In your review, there is a brief comment about attitude and perhaps a need to improve.
Yet all the while during the review, you can’t help but recall the most recent employee attitude survey you just filled out. You remember very clearly expressing high dissatisfaction with respect to how you are treated by your immediate supervisor. And now, here s/he is, right there in front of you suggesting that although your performance is actually quite good, your attitude could use a boost. Really?
You get the point. Remember employee attitude surveys are about identifying workplace issues. But it does not stop there. As the saying goes, “knowing is half the battle.” Yes, that’s true but don’t miss the hidden wisdom in that famous quote. The other half is, of course, doing something with what you now know.
Back to the question- – So which comes first, bad management or bad attitude? Isn’t it glaringly obvious? Consider that there are decades of research pointing to the truth. Leadership only ever works if it follows the premise – leading by example.
If the results of the employee attitude surveys show there is workplace dissatisfaction it is up to management to implement the change. Keep in mind that employees are looking for leadership. By involving them in employee attitude surveys you demonstrate at least some level of concern. Remember, however, this is wasted effort if no changes are implemented.
To learn more about how Flex Surveys can help customize your employee attitude survey questionnaire, please visit our website at Employee Attitude Surveys.
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