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You feel for your family home. You want the best lighting for your room right? But maybe you need a light that you can move, a floor lamp that is as functional as it is pretty. Well this is why so many consumers are picking adjustable floor lamps. There is now a very large market for lights and it can be searched in order to find the perfect light for your room.
As you’re buying the most perfect adjustable floor lamp for your room its important that you realise what the reason is for the placement of the light itself. By this I mean whether it is for practicality, attractiveness, or both. Consumers will purchase the lamp for looks solely. The floor lamp might make a house and bring a space within the family home to life. It can be the light source itself or the stand which probably accomplishes this feat.
The stand can be a piece of sculpting, made to be a display part. Certainly the customer might spend all sorts of money to have the privilege of this “artwork”. If it is a designer article you will have to pay for the work plus the time period that the builder has put into in the piece. Needless to say there are many types of adjustable floor lamp. One can find every type of budget range too. If looks or arty authenticity is not of massive worth to you then a simple lamp with functionality over form is the obvious route to go with most manufacturers and suppliers distributing inexpensive lamps with halogen bulbs best for reading lights or for different applications. One can find a compromise of the two obviously.
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With the need for many organizations to be more streamlined and productive a business can sometimes find itself with groups of employees working under pressure that if not addressed could then lead to low moral and a high turnover of staff. The benefits of an organization having a highly motivated workforce can be considerable and the two goals of having employees that are both motivated and productive should not be regarded as being mutually exclusive to one another.
Left unresolved employers run the risk of alienating their employees and events can then cause employee frustrations to explode resulting in employers finding themselves on the back foot, faced with problems that cannot be ignored.
Ideally employers would take time to understand the needs of their employees and learn from their experiences of working on the front line, but employers are often themselves tied up day to day fighting their own fires.
By automating much of the intelligence gathering process and providing the findings in a format that can be readily analysed online surveys provide employers with an efficient, effective and low cost method to help achieve a pleasant working environment, where staff satisfaction and productivity is high.
Dissatisfied & unproductive
There are a plethora of reasons why employees may become dissatisfied with their job that can result in them channelling their frustrations into demands for higher salaries and reduced hours. Managers who tackle problems thinking it is all about salary and hours, will often find later that they have been dealing with the symptoms and not the root cause.
It’s not about money
The following are some common barriers to achieving productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-
- Insufficient training
- Out of touch management
- Out of date working methods
- Lack of proper tools and equipment
There have been many studies that have consistently revealed that financial reward is not the most important motivator for employees, providing an employee is being paid the market rate the employer would be wrong to think that the solution to all employee problems is through paying higher salaries.
Take the case of a single mother who is juggling a full time job with the need to look after two children. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the company, may be more flexible working hours.
Good communications is what it is about
It is in any organization’s interest to encourage communication. Without good communication between personnel and management, or where management wait until problems are raised, management may assume that they have a content workforce when in actual fact the opposite is true. It can take only one small problem and one employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.
Improving communication
Ideally management would hold one to one meetings with each employee but in practice this would only seem practical for very small businesses.
Regular meetings between management and worker representatives are good in theory but can degenerate into talking shops and slowly lose their purpose as the participants from both sides become familiar with one another and the meetings run the risk of being hijacked by the more extreme personalities.
Having suggestion boxes are useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.
Newsletters can be a positive step, but their purpose is generally to inform and not discuss issues.
Keeping the initiative
Conducting employee satisfaction surveys on a regular basis you are able to ask each employee specific questions and present a pro-active management initiative where the whole workforce can be canvassed on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.
Being prepared to consulate with employees should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey the employer is able to keep the initiative and tackle problems from a position of strength as opposed to waiting for problems to manifest and then possibly develop out of proportion.
If a small problem is left unresolved it could lead to a situation where a minor problem might just break the camel’s back and the mood of the employees change over night from positive to negative.
It’s quick and easy
For the majority of companies online surveys represent a proactive and low cost solution. For the majority of organizations where most of the personnel have desktop computers making online surveys quick to design and quick to deploy direct to the individual.
If there are situations where individuals do not have personal access to a computer there are still options available to using the online survey solution such as through the use of a shared computer, operator input or, as a last resort, a hardcopy survey.
Job satisfaction
There are elements that together will help towards providing an employee with job satisfaction, including company ethics, working environment, methodology and ethos to having effective and decisive management. Job satisfaction brings benefits through improved productivity and motivation from a workforce that feels that they are treated as individuals and not a commodity item.
Educate and inform
An often overlooked benefit of online surveys is that they can be used to educate and pass on important information to the workforce, ensuring that the ‘message’ does not become corrupted as it is handed down by the phenomenon of Chinese whispers.
An online survey can explain to the employees a difficult situation and get valuable feedback as to the best solution. It is rare in this situation that the workforce would appear negative; it is more likely they will feel informed and empowered and that might be enough to turn a negative problem into a positive challenge that unites the workforce.
Exit surveys
Exit surveys represent are a good way of making sure that when people leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving, having identified a problem it can then be addressed and that may be enough to prevent other key personnel from leaving.
For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey Template
For a sample Employee Exit survey:- Employee Exit Survey Template
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