Since the 1970s, the employee survey has developed into a standard instrument of personnel management, initially limited to a few large companies, and increasingly also by innovative SMEs.

ISPA consult has actively participated in this development right from the start. Since the turn of the century, several hundred employee surveys have been conducted for companies and administrations of different company size and industry affiliation to the satisfaction of ISPA consult customers.

Among the many challenges faced by professional employee surveys to meet certain quality standards are the following:

  1. The increasing digitization of the employee survey. The online staff survey and largely automated reporting are on the rise
  2. The increasing internationalization of the employee survey. As the number and size of foreign companies and foreign branches in EU and non-EU countries increases, the need for multi-lingual questionnaires and the creation of multi-lingual reports are also increasing. This is not only a translation problem, but also often requires the sensitive consideration of different country cultures
  3. The increasing focus shift from the planning and implementation phase to the implementation phase, in which the results of the survey are converted into concrete change measures. Long-sighted pioneer companies and advocates of employee surveys have always criticized the mere measurement of employee satisfaction as a too short-term goal of the employee survey. The expectations of the interviewees can not be satisfied in any way
  4. The measurement of employee satisfaction remains an important task demanded by most customers and the "employee satisfaction" questionnaire, despite occasional criticism of the most widespread questionnaire type. However, the opening of the traditional employee satisfaction questionnaire is increasingly required for the measurement of other control characteristics, e.g. Commitment, engagement etc.

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