How do you know that your employees are satisfied with the company? How do you measure their quality? Will your measurement will be qualitative?

Employee satisfaction, measurement of quality of work through scientific approach.

Finding out if your employees are happy and committed to working for your company is a vital part in improving productivity and reducing staff turnover.

Customer loyalty is often dependent on staff loyalty as people like to deal with companies who are stable, so it should always be a key priority of your business to assess and improve employee satisfaction levels. Happy employees are also less likely to entertain alternative job offers and may actually bring in new potential employees as they tell friends and family how great your company is to work for.

Getting an insightYou're never going to get a good idea of what your employees think if you don't ask them. Honesty is always the best policy, but often it's the case that employees are scared of telling you exactly what they think. There are various open and anonymous methods you can use to canvas your employees:

• Suggestion box — the simplest form of getting employee opinions, but one that is difficult to get any real insight from. Suggestions are open to interpretation, and although you may get some vague ideas about what your employees want (such as “better quality toilet paper”) you're never going to find out the real issues. 
• Online comments — the online form of the suggestion box and a great way of generate some discussion. If your company has an intranet, you should look to launch a forum where employees can discuss the various aspects of the business. Employees can then develop ideas and the management team can respond to suggestions for all to see. If you do decide on this method, make sure there is a long term commitment to respond to queries from someone in the HR or management teams.
• Questionnaires — These can be conducted at regular intervals and follow roughly the same format so you can get an idea of how your employee satisfaction fluctuates over time. There should be a mixture of qualitative and quantitative questions which allow you to see both general opinions (such as quality of food in the canteen) and individual views (such as suggestions for ways their working experience could be made better).
• Employee committees — Every company should aim to have a group of employees who represent the various parts of the business that meet regularly to discuss the main issues. They should present their thoughts to the management team who will discuss what can and can't be done to improve the satisfaction of employees.
• Q&A — The most natural form of canvassing opinion, but not always the most effective. Putting your managers up in front of employees and getting the to answer questions gives them very little time to research answers, even if some of the questions have been planted.

Individual discussionsAs well as getting opinion of your employees as a group, you need to focus on individuals and their specific needs.

1-2-1 discussions should take place with their direct line manager, but you should also look to have a process where all employees can approach other people within the business to discuss issues they don't feel they can raise with their usual boss. You should take notice of difficulties in achieving a work life balance, increase pressure and stress levels, conflicts with other employees and any other concerns they have.

Always try and investigate if your employees need extra training. Often people become dissatisfied in their job because they feel they have nothing left to learn. Giving them a new skill to develop could be the motivation they are looking for.

Find out from people what it is they want to get out of their job, what their dream job is and what goals they hope to achieve. Then see what you can feasibly do to help them achieve these goals within your company.

Take noticeThere's no point conducting these surveys if you do nothing with the results. After collating and analysing the results of whatever surveying methods you decide upon, communicate with your employees, either as a group or individually, what you plan to do.

It's unlikely that you will be able to meet all the improvements your employees are looking for but don't just dismiss them out of hand. Your employees need to know that there isn't a bottomless pit of funds to run the business so in some cases they must choose between a weekly bar night paid for by the company and a Christmas bonus.

Nothing gets solved by bottling things up, so make your business an open environment where issues get discussed, and changes actually happen.

Employees’ satisfaction and contentment plays a vital role in the success of any business or organization. If employees are satisfied and happy with their employer and work environment, then definitely they will put their best efforts to make a business successful.

Measuring employee satisfaction is very imperative for employers, if they want to get quality work from their employees. This will not only build the trust of employees on their employer, but protect and build up their confidence as well. There are ample surveys that are designed especially to measure the satisfaction level of employees. These are the essential tools used by smart organizations to keep their employees or other workforce happy and motivated.

Satisfied employees behavior:

1. High performer.

2. Produce good work.

3. Stay longer time.

4. Good team player.

Measure performance:

1. KPI (Key performance Indicators)

2. KRA (Key Result Areas).

Performance indicators will be qualitative and quantitative.

i am not in the HR dept. but this is easy! employees will likely not tempt to leave the company if they are feeling flexibility in their firm. a company that tends to make the employee feel appreciated and worthy with care for his/her human circumstances would age in that firm.

i am one of the people who left big companies because i felt that there were too many constrains, you barely can talk with the management and you can see that each few employees belong to a certain layer. I left that company without feeling sorry for a minute.

you can evaluate employees also very easily.. attitude ! give tasks with different hardness levels and see how do they react to meet the deadline and have their homework done, it is not important to have it done right as much as how and what they did to have it done . 

The first thing look for employee turnover rate if your company has a high turnover rate it means the organizational cultural isn't satisfactory,if the customer turnover rate is low you would  then start your evaluation on what makes them unhappy or unsatisfied.

All this appears between the first day Dkhalo the company to the day on which the company wants them to work questionnaire This is evident in their style of work are included or less and the outcome of these days spent in the company

Well answered by Mr. Divyesh Patel, and Mr. Krishna Murthy. I agree with them.

Happy employees are more likely to delight co-workers, customers, and partners and build the good reputation of your brand. Can you afford not to know how.

1. Be explicit about confidentiality. Reassure your employees that their responses will be kept confidential.
2. When possible, make responses anonymous. You’re more likely to receive honest feedback and a greater number of completed surveys.
3. Avoid corporate-speak. Create surveys that sound human and approachable and invite thoughtful feedback.

My designation is like this to monitor and observe the employees. I hope this will make the system and system will divert all in the function from which there will be the get way to reach the goals.

Subject: IT Solutions

Objective:  To established automated computerized system for operational activities.

Obstacles:

1)     Daily Time Retrieval ( Manual using Punch Card )

Create summary of Time-in & Time-out using excel sheet

2)     Manual Payroll using excel sheet

3)     Manual monitoring of Employee information

a)     Visa expiration / Visa renewal

b)     Manual entry of vacation leave

4)     Manual monitoring of projects

5)     Manual cost analysis of projects

6)     Manual Inventory of consumables, tools and equipment’s

Proposed IT Solutions:

Employee Information System ( EIS )

1)      Employee Information’s

a)      Job Description

b)      Education

c)      Skills Experienced / Trainings Attended

d)      Siblings

e)      Employment Information ( Visa Status ) Schedule Leave & Visa Renewal

f)       Working Schedule ( Time In and Time Out )

g)      On Leave Entry / Sick Leave Entry

h)      Employee Basic Salary / Increment  / OT computation

i)       Employee Assignment

j)       Offence & Merit

Goals:

a)      To alert when an employee’s visa is due to expire1 month before expiration and alert on schedule vacation leave

b)      To monitor the attendance of an employee

c)      To generate report of total number of hours an employee work in a month or in a year with number of hours rendered and total salary paid

d)      To track employee assignment from one site to another site or one project to another project

Daily Employee Time Retrieval ( DTR )

1)      Daily Time-in & Time-out of Employee using Biometric Finger Print Scanner / Facial Scanner

2)      Generate Daily report of all Employee’s Time-in & Time-out

Goals:

a)      To automate the time-in and time-out attendance of employee

Payroll System

1)      Process Monthly Payroll of Four Sites ( Dubai, Qatar, Kazakhstan, Azerbaijan)

a)      Dubai & Qatar will have the same setup ( No Tax Computation )

b)      Kazakhstan & Azerbaijan ( Tax Computation and government deduction to be discuss )

2)      Employee Cash Advanced and Personal Loan Deduction and Monthly report

3)      Rank and File employees will have and OT fee / Foreman, Supervisor and Manager will not have an OT fee

Goals:

a)      To automate payroll system and report generation

b)      To establish centralized payroll system to monitor the manpower hours rendered on the running projects

Cost Analysis & Project Status Monitoring Application

1)      Entry Menu for every Project with detailed list of work to do

2)      Display and generate report of status of each project

3)      Display and generate report of Approved Budget of each project vs the current expenses and target date of project deadline

4)      Display and generate report of Total numbers of employees of each project

a)      Monthly hours work rendered of each employee and overtime rendered

b)      Summary of Total work rendered of all employees and overtime rendered

5)      Other Cost Analysis report will be discuss as per company needs

Goals:

a)      To manage and monitor all project in every sites and generate update status of each project on time

b)      Monthly email alert of status of all projects

Inventory System

1)     Monitor daily and monthly consumables in site

2)     System management of tools and equipment’s

Goals:

a)     To manage and monitor the consumable materials in all site

b)     To control the where about and stock of all equipment’s in the sites

Security Access

Payroll In-charge

Project In-charge

Each user will have specific access of each site and applications

First, any metric or measure preferable to be quantitative rather than qualitative .Second, employee satisfaction can be measured through:1- Quality of output2- Rate of attendance3- Degree of cooperation with others.4- Degree of sharing in decision making

First is to have a sysytem whereby empolyees are allowed to air out their views whether positive or negative , about the company. This can be done thorugh use of suggestion boxes for the cases that are not comfortable being identified. Secondly one can make use of quartely or yearly surveys which help gather information from the staff. Thirdly holding one on one talks with staffs once in a while. I beleive by using any of the three methods you can gather vital information that can help reduce staff turon over rate.