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Beszámoló Ida Grahnnal az ISS Facility

byAndré Francois | 2021-09-28
A picture of Ida Grahn.

For us, it has been extremely interesting and exciting to work with an organization that is both globally nationwide and very passionate in its HR work. Below is an interview with Ida Grahn, who was involved in the implementation of the service.

Why did you choose Happy at Work as a supplier?
We saw that there was a need to find a flexible solution that would enable us to create pulse surveys based on our own existing question batteries. Also, a tool that would give our managers the opportunity to themselves, in a simple way, create their own question templates that suit their team. We noticed that many suppliers offer standardized solutions with an infinite number of analysis tools, which of course can be advantageous, but we were looking for something that was so simple that it would be difficult to make a mistake. Happy at Work has been incredibly responsive in what we need and was able to offer both a flexible and simple solution that suited us very well.

Why have you chosen to do both continuous pulse surveys and an annual in-depth study?
Previously, we conducted annual and global employee surveys. This has meant that the time between the survey to get the result has been long. We wanted to find a more effective solution that would also offer our organization an opportunity to follow up its team more often and with issues that are relevant to them and their challenges. There, pulse surveys are a great tool. The tool will also facilitate the work of many of our managers around the country who have employees in large geographical areas and who don’t have the opportunity to meet them daily.

For us, it’s important that all employees are given the opportunity to make their voices heard so that we have the opportunity to follow how we feel as a company, therefore we chose to conduct an employee survey for the whole of Sweden. We also believe that the large employee survey can provide a shorter starting distance for managers to start with pulse surveys themselves and choose the right questions to ask their team when they have received an overall result from our in-depth survey.

What did you want to achieve with your annual employee survey?
Our employees are the heart of our business, which is why it’s important for us to be sensitive to them and take their feedback into account. Their feedback gives us a clear picture of how the organization feels there and then. It gives us an idea of how we have developed from the previous year, whether we have invested our resources correctly or whether we should re-prioritize creation efforts.

Why have you chosen the number of questions you have?
In the past, we have had a larger battery of questions addressed to all countries globally. We wanted to build on that as these are issues that many of our employees recognize and it affects areas that are important in our business. However, we chose to delimit the question battery from about 40 questions to 18 questions. Partly because it would be easier for employees to answer the survey, partly because the questions asked should be relevant to our Swedish operations.

How do you intend to work with the result that comes in?
At a central level, the results of our Swedish management team are analyzed to gain knowledge about and insight into how the organization and employees feel and whether the various initiatives that are implemented are in line with our strategy. Each manager also holds a workshop with their respective teams. During the workshop, you view the results and come together to decide which issues and measures are most important to work on, for the group's well-being and commitment.

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