Reputation Managment

We make a distinction here between two key areas: “candidate surveys / employee surveys!”

Candidate survey – the external image of your company”

How do external individuals view your company – its “external image”?
What do potential candidates think about your company – for and against!
Potential candidates are asked during a recruiting process about the company’s external image and for a report on any experience that they have heard about/had with your company.

Employee survey – “the employee survey as a strategic management tool”

To find out what motivates your employees, how satisfied/dissatisfied they are and what they think about various things.

An employee survey arouses expectations

It is impossible to pretend that nothing has happened after an employee survey and get back to business as usual – this would cause great disappointment and irritation.

Conducting an employee survey professionally

Do you know what your employees are really thinking?

Employee surveys are an extremely sensitive human resources tool that can be used to systematically gather information about employees’ attitudes, values, expectations and needs concerning certain company issues.

What is the purpose of an employee survey?

In an age of globalisation and ever-increasing competition it is increasingly becoming a key management tool and is therefore more strategic and versatile in its use. This however requires an open and trusting company culture and leadership that recognises the potential of its employees as experts and encourages and utilises this accordingly. An employee survey can determine whether and to what extent these prerequisites exist.

Subjects of an employee survey

The subjects of an employee survey could be for instance:

  • General satisfaction
  • Workplace and workplace design
  • General organisation and organisation of individual work
  • Employee retention
  • Processes of change, restructuring measures
  • Information and communication
  • Sick leave
  • Human resources development, further training opportunities
  • Social benefits
  • Company culture
  • Requests, complaints, ideas
  • Suggestions for improvement (process, remuneration, implementation, etc.)
  • Statistical information
  • Working atmosphere, working hours, pay

Employee surveys should in principle include the following eight partially overlapping phases:

  1. Planing
  2. Preparation
  3. Implementation
  4. Analysis
  5. Feedback to participants
  6. Planning measures
  7. Implementing measures
  8. Evaluation

The key aspects of planning and preparing an employee survey are identifying a project team, working out the objectives of the survey, compiling the information literature (e.g. information letter, article in the company magazine) and above all the design of the questionnaire.

We are neutral and therefore anonymity is guaranteed!


Dr. Jörg Schneider

Dr. Jörg Schneider

Managing Partner
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