Facebook and Twitter

and follow my blog on Twitter @pharmacynic to receive notifications on new posts.

Thursday, May 22, 2014

Employee Surveys

How many of us have been asked over our careers to complete Employee Satisfaction Surveys?
I'd much prefer them if they were called "What You Really Think About Corporate" Surveys.
Whether you're in the hospital or retail setting, does anyone believe management is looking to make changes based solely on employees filling out biased surveys? Shouldn't they have something to do with, oh I don't know, The Practice of Pharmacy?
They tell you your responses are anonymous. They expect you'll be honest.

Anonymous? Honest? Does any employee really believe that?
Why don't they ask the questions you want to answer? They only ask questions that have answers they want to hear.
Opinions? The free space for Comments?

I believe we should be able to submit them online.
We could leave comments as if we are reviewing a recent Amazon purchase:

Two Stars
"My problem is that The Company continues to see our patrons as Customers instead of Patients. This basic philosophy is misguided and will only continue to propagate a disconnect between employees and those we are trying to serve."
(There is currently a lawsuit involving Rite Aid and this very verbiage.)

One Star (Because I couldn't give Zero)
"You cannot continue to require employees to perform more tasks, more time-consuming tasks, while also whittling away their hours of help. Increasing hours allows for shorter wait times, quicker turnarounds, more time spent on each task, a reduction in errors, happier customers, improved Patient Satisfaction Scores, and increased profitability for the store. It is quite obvious that your method of reducing hours while asking us to accomplish all of this is not working."

1 comment:

  1. As soon as possible communicate high level survey results back to employees. If you have decided on actions that will be taken as a result of the survey scores, then give your employees an overview of those actions. If not, let your employees know more communication will follow when those decisions are made.
    Targeted evaluations