Employee survey

In a nutshell: What's it all about?

The purpose of regular employee surveys is to measure the various staff satisfaction criteria, recognise correlations, introduce suitable measures and increase employee satisfaction.

Opportunities and possibilities

The employee survey provides honest, anonymous feedback on various aspects of job satisfaction and is an important barometer for the well-being of our employees. After all, we can only rectify shortcomings and positively influence the mood, performance and loyalty of our teams if problems are addressed. By analysing the findings, we can identify the reasons and correlations and derive meaningful measures - for your team, your area and the entire university.

Get active: How to demonstrate good leadership

Familiarise yourself with the employee survey, its objectives, process and implementation.
Encourage your team to take part in order to obtain the most varied feedback possible.
Draw the right conclusions from employee feedback and incorporate them into improvement measures.
See criticism as an incentive to improve your team's performance and motivation.
Discuss previously unspoken aspects with your team and check where there is a need for action.
Regularly refer to the results in order to bring about sustainable change.

Self-reflection: Am I applying my social and leadership competencies effectively?

Acting responsibly:

As a manager, am I prepared to accept feedback, reflect, share findings and discuss measures?
Do I encourage my team to give honest feedback and have an open discussion?
What changes have I introduced in response to the findings of the employee survey?

Nurturing well-being:

When dealing with the findings of the survey, do I actively strengthen the mutual trust between myself and my staff?

In short: 5 steps to success

1. Make preparations with support from VPPL incl. expectations management 2. Provide information about the objectives and steps for identifying and assessing them 3. Motivate employees to participate so as to achieve a high response rate 4. Work through the results and analysis phase, including consulting, supported by VPPL/HR Partner 5. Draw up effective measures for improvement at ETH, research area and team level, including reporting and communication

Areas of responsibility: Roles

Manager: motivates employees to participate, informs the team about the planned communication, and analyses/discusses the result; constructive approach to the results and responsible for producing appropriate conclusions/measures

VPPL: communicates and initiates the process, provides continuous information and motivation, highlights benefits, supports presentation and follow-up

Main responsibility

VPPL

Tools and tips immediately available

Additional learning nuggets with set dates

Course: Leadership Advanced

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