Employee Research

Overview

At Qeeva Advisory, we are privileged to understand that the employees for your company are your greatest wealth. Numerous organizations have experienced challenges when trying to relate well with their employees through Assessment.

Qeeva Advisory understands that your employees are your greatest asset is the truth in the adage that employees are an organization’s biggest assets, and considering their numeracy skills.

 Importance Of Employee Research Services

1. Employee Engagement: Conducting research makes it possible to determine the level of participation and contentment of the employees, which reflects their lengths of service and performance levels.
2. Identifying Issues: It assists in the recognition of factors that might indicate organizational problems, broader conflicts, or various barriers within the working environment, for example, communication barriers, work-family conflict, or leadership issues.
3. Improving Work Environment: It is the way of knowing the expectations of the employees, the needs, and the problem they are experiencing at the workplace that will help organizations to be able to solution-hunt, find ways of changing the situation, motivating the employees, and thus increase productivity.
4. Enhancing Recruitment and Retention: From a practical perspective, research findings can help design the best strategies in recruitment and subsequent retention exercises within the organizations by identifying what would motivate the employees in an organization.
5. Decision Making: This has increased the delivery of real-time analysis to aid decision-making, enabling organizations to harmonize practices and policies with employee requirements and demands.
6. Measuring Progress: Recurrent investigation proves helpful as it helps organizations develop benchmarks over a period of time, and thus helps to observe areas of development and areas which need remedy besides availing an understanding in relation to the effects of measures implemented.
7. Building Trust: The research incorporated emphasizes company care and constructive relations between the employees and the management.

Building Workplace Relations: This is a critical tool in building a better workplace relation, enhancing organizational productivity as well as nurturing an organization’s culture for constant enhancement.

Methodology

Phase 1: Pre-Planning

1. Kick-off Meeting: Organize a stakeholders’ meeting with the objective of setting specific goals, evaluating the potential tasks to be involved in the research, and evaluating the necessary timeline.
2. Develop Research Plan: You should then develop a clear and comprehensive research proposal that will include the research objectives, the method of research, the type of data to be used and how it will be gathered and also the approach that will be used to analyze the data.
3. Select Research Team: Organize the different activities and tasks of the research and assign them to members who will be responsible in those areas.

Phase 2: Designing the Research

1. Define Research Objectives: This is to state the necessary and sufficient goals and objectives of the research and how they relate to the organization’s goals and objectives.
2. Choose Research Methods: Identify methodologies that are suitable for the research; they may include surveys, interviews, focus group or a mix of the three.”
3. Develop Research Instruments: They should be formulated as design survey questionnaires, interview guides, or focus group protocols that are aligned with the objective of the study.
4. Pilot Testing: This means that after designing the research instruments, one ought to conduct a pilot test so as to ascertain whether there are any flaws that may hinder the proper and efficient completion of the method.

Phase 3: Data Collection

1. Data Collection: It is crucial to gather data about employees, when it could be done through administering surveys, interviews, or focus groups.
2. Maintain Confidentiality: Where applicable and in the process of data collection, it should always be done in a manner that respects the identity of the employee.

Phase 4: Data Analysis

1. Data Cleaning: After gathering the information, it must be arranged in a neat and systematic manner so that it can undergo the next procedure.
2. Data Analysis: Epidemiological Data Analysis and Interpretation: Appropriateness of the Statistical Methods In the following section, six epidemiological studies specifically related to Liberia have been assessed and the data has been analyzed and interpreted in order to derive meaningful insights.
3. Interpretation: To understand issues linked to employees’ perceptions and experience, synthesize the results to highlight the themes, time-based patterns, or new ideas to consider.

Phase 5: Implementation and Monitoring

1. Implement Action Plan: Implement the action plan where there is a requirement of changing some of the organizational policies, practices or procedures as per the findings of the research work.
2. Monitor Progress: A key recommendation is to assess the effectiveness of the action plan on employees’ engagement and levels of satisfaction constantly.

Phase 6: Evaluation

1. Evaluate Research Process: Reliability Analysis: conduct a reflective assessment to determine how effective the research method chosen was and the possible improvement could be made if the same research procedure was to be undertaken again.

      Our Topic Services Strategies

1. Clear Objectives: The following are best practices for defining clear and specific research objectives; Setting of precise research objectives that relate to goals established within the organization to enhance the likelihood of the research to be focused and applicable.
2. Engagement: Involve employees in the process of the research in order to enroll them in the research, which will help to avoid evasion or false information.
3. Confidentiality: It might be important to let the employees know that whatever they are responding to will not be disclosed to anybody else to avoid biases on the responses given.
4. Mixed Methods: It is recommended to employ surveys and structured or semi-structured interviews and focus groups to collect data that is diverse and methodologically sound and have cross-validation.
5. Sampling: Make sure to use some method of Random Sampling to give more chance of capturing the views of the entire group of employees.
6. Pilot Testing: Before actually undertaking the main survey, conduct pre-tests on the instruments in order to limit or eliminate the possibility of certain errors that may affect the validity and reliability of the data collection tools.
7. Data Analysis: Work out the results of the hypothesis using adequate statistical tools to arrive at the most useful conclusion on the subject of analysis to aid in decision making.
8. Actionable Insights: We recognize that there is a tremendous amount of information available; our point instead is to stay focused on finding patterns that could be drivers for increasing engagement or satisfaction among employees.
9. Communication: An important step in the execution of the plan is to report the results of the research to the employees and other stakeholders honestly and clearly and accompanied by relevant recommendations.
10. Follow-Up: Develop an action plan from the insights derived from the research and further adhere to constantly evaluate the effectiveness of the action plan and its results on the overall aim to enhance the rate of employee satisfaction and engagement.

Pain points (Common Challenges Faces by Businesses Who Do Not Patronize Data Collections and Surveys Services)

1. Low Employee Engagement: Research can also help to determine specific aspects that lead to low engagement levels, be it communication issues, lack of appreciation, or limited room for personal development.
2. High Turnover Rates: This way, organizations get ideas on how to counteract employee turnover and retain quality employees in the company by making changes within the workplace or offering better growth prospects.
3. Poor Morale: Such concerns may be discovered during the research and can help organizations address concerns such as poor leadership or lack of clarity, which contribute to low morale among employees.
4. Ineffective Communication: It can also reveal some of the common forms of communication breakdowns within the organization to prevent recurrence of the same.
5. Lack of Career Development: When an organization is able to understand an employee career goals and development requirements, chances are high that the same organizations will be able to provide the best development strategies that will enhance retention of such employees.
6. Employee Burnout: An analysis of research can reveal that there is burnout or there are signs that suggest burnout, for instance high stress levels or low job satisfaction so that preventive measures can be taken to prevent burnout and ensure that the employees are well taken care of.
7. Poor Performance: The information on the causes of poor performance can be used in addressing those issues that lead to low performance in organizations and come up with strategies to enhance performance.
8. Workplace Conflict: Through research, it is possible to identify problems causing confrontation which can help an organization ameliorate the situation and create a better environment within the company.
9. Unsatisfactory Benefits or Policies: Employee research can help uncover views towards benefits and policies to enable organizations to make changes that will enhance such offerings.
10. Lack of Diversity and Inclusion: Research can reveal how and where organization can improve its diversity and inclusion initiatives, thereby promoting equal opportunities in workplace.

Success Stories from Different Industries That Have Patronized Our Services in The Past.

1. Improved Employee Engagement: This work aids in determining various factors that influence engagement so that appropriate measures can be taken to enhance the engagement.

In every organization, it is the ultimate goal to improve employee engagement levels since high engagement levels are essential to any organization’s success. They are well known to exhibit higher levels of performance, job creativity and organizational commitment.

2. Enhanced Retention: Knowing why the turnover and dissatisfaction occurring, the organizations can use some of the planning strategies that enhance the satisfaction and the loyalty of employees.
3. Better Communication: In doing its work, end-of-life care research can reveal communication challenges or discrepancies that, when addressed, maximize the quality of communication, collaboration, and productivity in a team.
4. Increased Productivity: Information about obstacles to productivity can be gathered or researched in order to reduce the effects of factors that negatively affect productivity, such as poor training or lack of clear directions within a company.
5. Enhanced Employee Well-being: Exploration is possible for determining possible causes of stress, job dissatisfaction or dissatisfactory conditions that hinder well-being; efforts can therefore be made to enhance better employee health and work-life balance.
6. Improved Talent Management: The Talent Management – Advantage of Research Technology keeps information clear of puffed-up claims & assists to simplify the process of moving through the human capital map to make the right decisions in talent management.
7. Innovation: In essence, employees who are proactive or committed to their work are healthier from the perspective of organizational innovation because they are likely to come up with novel and good practices for implementation in the institution.
8. Better Decision-Making: Research helps in presenting realities of any business situation hence it assists in making smarter decisions in businesses.
9. Enhanced Organizational Culture: To this end, the following findings pertain: Research can assist in building and furthering the positive OR culture that embraces diversity, inclusion and top workforce.
10. Competitive Advantage: When an organization gets to foster staff appreciation and motivation, it will be in a strong position to secure good talent within its production and service delivery, thus a competitive edge over rival outfits.

Frequently Asked Questions and Answers (FAQs) on Employee Research Services.

1. What are the aim and objectives of employee research services?

An employee research services provides an opportunity for direct communication and feedback about where our organization is succeeding and where more support is needed.

 

2. Who is the key stakeholder for patient resource integrity, the employee or the employer?

The key stakeholder for patient resource integrity are the employers, insurance companies, firms and government.

 

3. What is Employee research services?

 This is the impressions, experiences, and requirements of the employees, with an intention of enhancing the organizational understanding about their feelings and experiences. The information gained from the surveys is used to enhance organizational commitment, satisfaction, and output of employees.

2. What are the commonly employed methods in conducting research among the employee population?

This commonly employed methods used includes conducting employee polls, interviews, focus group discussions, and even directly observing the workers on the job. Each has its strengths and weaknesses bearing in mind the objectives of the research and the type of information to be sought.

3. What are the best practices that organizations can employ to protect the identity of employees in research?

The best practices are; collecting data without individuals’ identification and, use of questionnaires with many employees’ responses to protect the individuals’ identity will be difficult and, restricting the information to certain personnel.

4. What steps should certain organizations take in order to communicate the purpose of the employee research?

The managers should ensure that employees and workers understand the goals and objectives of conducting various forms of employee research and how the things that the workers are saying are going to be used to enhance organizational performance. Trust and employee engagement also require ensuring that there is truth and honesty in any organizational processes.

4. When it comes to the issue of frequency how often should the research be conducted on the employees?

The frequency with which an organization conducts research on its employees is relative to factors such as the size of the organization, the particular industry and sector in which the organization operates and the precise requirements of the organization in question. While some organizations may carryout an annual employee engagement survey, other organizations may be able to conduct what is referred to as pulse surveys where surveys are conducted more frequently to obtain immediate feedback.

5. How can organizations secure high response rates in employee research?

The response rate in organizations is informing the respondent why the study is being conducted, making it clear that the results will be confidential, providing some kind of reward for participation and making the survey/interview process as easy as possible for the employee.

Contact Us

To learn to relate well with your employees through Assessment, contact Qeeva Advisory today.

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Tel: (+234) 802 320 0801, (+234) 807 576 5799

E-Mail: info@qeeva.com

Office Address: 5, Ishola Bello Close, Off Iyalla Street, Alausa, Ikeja, Lagos, Nigeria

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