Tulsa Medical Staffing | Employee Satisfaction Survey Questions

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Tulsa Medical Staffing | Do You Need To Make More Money?

You are listening to trinity employments, a player Matchmaker podcast starring your host and the Co founder of Trinity Employment Specialists, Cory Minter.

Hi, welcome to the a player matchmaker where we are always trying to add value to job seekers and find value for employers as well in the title. This podcast is for primarily the employer and it is probably isn’t a very great title but it says what it is. It’s very factual. It’s employee satisfaction survey questions. We’re going to be going over these. Um, the reason that we, that we are doing this podcast is because trinity has done this before in the past where we did a survey and uh, and it revealed a whole lot. You know, I mean, listen, I I want you to know, I really believe we have a solid company with a good culture here. Um, I hope that Ethan agrees and maybe you can tell by our banter here, you know, I mean we’ve got a good relationship and um, most people do here as the top Tulsa Medical Staffing no matter what.

We have a really close knit family. But do you need to ask questions to catch things before they become an issue? And the reason that I’m doing this is because we people quitting jobs. Is that an all time high right now? Um, turnover rate isn’t an all time high even for some of the best employers because people are leaving for money reasons because people are contacting them so often. Whatever it is. I mean, I had an employed today tell me, hey, listen, I, uh, I want you to know Corey. Somebody contacted me and offered me a promotion from where I’m at into their company, offered me a lot of money and I told them there is no way I would leave. I’m like, thank God. Um, but, but listen, if, if things were not right here, if or if there were not enough things right here, they would be silly not to think about that because not everyone has the top Tulsa Medical Staffing like we do.

And if you don’t think that someone’s coming after your employees, if they’re good man, you’re crazy. They are. They’re coming after him and it through linkedin and all sorts of different ways. So how can we make our companies really, really great places to work? Well, one of the only ways to do it is to ask some really tough questions. And so in my journey to figuring out what we need to ask, um, I thought, hey, why not? Let’s do a podcast about this and talk about it. If anything else, it’s going to help me process it. Yeah. And we’ve got some really great stats about it, about, you know, survey questions and how employees are feeling. Going back to stats that we actually used in a previous podcast, uh, the, the Bureau of Labor statistics put out a stat saying that up to July of this year, which is again, is only half the year.

They said that 3.6 million employees had voluntarily quit their and run rose Shag what? That’s 2.4% of the overall workforce in America all just within about half a year. And that’s again, voluntarily. That’s not like they were ushered out, they weren’t fired. This is just people that quit on their own. And so yeah, it’s really important to do surveys like this. Gallup did a study that said 15% 15% of employees worldwide feel that they are engaged in their jobs. That means 85% of the average staff member are, are disengaged. Now listen, I went to left church this last week and met with the executive teams. There’s a guy named Jerry Hurley there, I believe that Jerry is, and he is the one, he’s the one that’s right next to Craig Rochelle who built a life church. He’s been there for the whole tongue. He is one of the smartest individuals, wisest individuals on this that that I’ve ever met with. You will love this company because these guys are the best Tulsa Medical Staffing services!

And he had an, I can’t remember the statistic and I’ve got the slide in my email, but he was saying, he was saying there’s disengaged and then there’s actively disengaged like they are doing work to try to not do the work. And and so learning about this and being proactive about it is what he was teaching us this last week. Me and me and some other businessmen and I was just blessed to be able to be in the room. But man, did he bring up some really great ideas. But this was one of them. Yeah, definitely. You know, and Adtaxi did a study and said 52% of us workers plan to look for a new job in 2019 and of those who will take part in the Hun, 54% landed their current job less than a year ago. That’s a pretty big stat. I mean, half the u s workforce is looking for a new job.

And of those, about half of them have only been where they were that less than a year. I mean that’s, that speaks a lot to job satisfaction and employee engagement. Well, we’ve, we’ve told that story, that part of that is, um, part of that you can, as employees, you can think the US economy, we are crushing it right now as a nation and businesses, the, the tax cuts that just came up have really released businesses to invest in hiring new positions. So now we’ve got every company simultaneously going releasing the floodgates and the beneficiary of the whole thing. I promise you are going to be employees. So if you are a company, you need to do everything you can to get people to want to stay where you’re at. And it doesn’t, you don’t have to throw money at it all the time because money, there’s only so much of it.

We all, we all know that now, if you’re hoarding it right now, that might not be a good idea and you might want to invest in your staff. But it, you know, there’s some companies, there’s only so much of it, I get it. But it’s very, very important to do everything you can to try to keep the employees. And so if, if there are some small things that you can do to make their lives better, more pleasing, uh, while they’re here, you might as well ask some tough questions, try to find out about it. And that’s, that’s what we’re doing. Were there any other stats that you found interesting in that group? Uh, no. Just backing up, kind of what you said. Um, right there was, uh, by the end of July, or excuse me, in July, it says that, uh, jobs, job postings exceeded the number of unemployed people in America by 659,000.

Yeah, that’s, that’s, that really is, it’s a striking number in, you know, I, I don’t want to, I don’t want to change topics, but that, that leads me to wonder what is it that we’re going to do when we don’t have enough resources in this country to be able to facilitate the need? We’re going to figure something out. You know, and so AI is coming up, or artificial intelligence. People are trying to figure out ways to not use human beings in that and that, uh, I hope that that doesn’t, that, that would hurt our industry, but, um, but anyway, there are lots of things that are going to happen. I don’t know if we’re going to go to an international workforce. Some, some of that’s already beginning to happen. So there’s going to be a lot of different people trying to do creative things to do whatever they can to get the right workforce.

But the cheapest of everything that people are thinking about is just hold onto what you got. Yeah. And so that’s what this whole thing is about here. So here’s some questions for you to consider. Me and Ethan will banter about it. I’m sure to some extent, but the number one question is on a scale of one to 10, how happy are you at your work? And that that’s going to give you an overall consensus. If you ask every employee you’re going to see where yeah, simple question. And it could be a really encouraging answer or it can be a pretty devastating answer as a boss, what about when you ask is like too, well, and I want you to know this. Listen, we do everything we can to try to create a positive environment atmosphere here. But listen, I’m scared of asking these questions. I feel like we’ve done a good job, but sometimes, uh, I, it means it’s gonna mean a lot of work and it’s going to mean that we have failed, uh, to, to some extent.

And so we’re going to ask these questions and listen, I want the business owners out there to hear that honesty from me. Yeah. Um, that we’re, we’re gonna find out some things that I wished I didn’t know. You know. Yeah. Some workers be pretty candid with you. Well, yes, but at the same time and go look at what we do and I industry, I mean, I think we’ve gotta be one of the best in this town at doing it, but it doesn’t matter. There’s always something that you can do. The second question is, um, would you refer someone to work here? That’s a real good question. Cause again, kind of, we’ve talked about it before. Our social equity that we have as recruiters, as we try and get a job, we put ourselves kind of in on, you know, go out on the limb to try and get someone a job and we’re putting our social equity on the line.

But a, do your workers feel confident enough in your company that they’re willing to do that with their friends? Yeah. And I liked that question, but this is just too, I am, I, I really want to hear why or why not. Yeah. That I think that’s more of the bigger, yeah. You know, so you might, you might consider a followup there. Um, number three, do you have a clear understanding of your career or promotion path? And in smaller companies like ours, I can tell you this, I think that if we ask that question there, there would be about half of our staff would clear, it would be clearly defined, they would know exactly what it is. Now we have a system, but I just know that I’ve, I’ve personally only really strongly communicated that pathway to only a couple. Now I do it at the interview, but I don’t know that you can’t just do it once.

You’ve got to clearly communicate that over and over and over again. And so that’s an area that I’d just about bet you we would have a what, what, what, do you have any thoughts on these? I don’t want to it just a little bit. Yeah. I mean there’s a stat that kind of goes along with it having a clear understanding of your career or promotion path. Um, British did a study and said if a job lacks growth opportunities and avenues for leadership development, 67% of millennials would leave that position. So, I mean, the idea of, of understanding, okay, where can I go with this is really important to people and I’m as, as 42% of employees say that learning and development is the most important benefit when deciding where to work. And so like that idea of, okay, what’s my longterm goal here? Can I learn, kind develop?

Can I grow? That’s important to people in person. Absolutely. Um, so, uh, on a scale of one to 10, how would you rate your work life balance? That is a huge, huge, like that is a top three most important, you think so man. With the people that are with people that I’ve hired. Yeah. To be fair, a lot of the people that I hire, I hire machinists and welders like that. And with that comes a lot of shifts that are hope you don’t mind being here from 2:00 PM to 3:00 AM and some of these people are like, man, I never see my families. I never see my friends. So that’s why they’re very important to people. Some guys really love it, some, you know, some guys and girls really enjoy working night shifts, things like that. But um, that’s really important. But even in the professional side, I’ve had plenty of people that say, man, I left because I was working so much because they care to help you get the top Tulsa Medical Staffing solutions.

I felt like all I did was work. I felt like I didn’t have any social life at. I took my work home with me and I hated that. You know, people, I think that’s really important to people personally. Would you disagree? Um, no, I wouldn’t disagree. I’m just so wrapped up into this place, Ethan, that I heard that question and I was like, sweet. We’ve, we, we really put a huge emphasis on that cause I remember what it took to build this place. I remember added how, Oh, you know, I was glad that my kids were really, really young. Yeah. Because now I get to come home and play versus come home and deal with all the things that I had to deal with. Yeah. So I’m number five. I love this question. I love it. I think it’s great. I think it reveals a lot from you next Tulsa Medical Staffing viste!

Hypothetically, if you were to quit tomorrow, what would your reason be? Man, that question sets you up for like kind of a hard truth. You got to do it anonymously. Yeah. You have to do it anonymously. But as a company that sets you up for hard truth cause it’s not, man, if you could have any other job in the world, what would it be? And they’re describing like their dream job. They’re just saying, you’re just saying basically, hey tomorrow. If you were to say, I’m done with this place, what’s the reason? Because that won’t be, that won’t be a fun reason. Where’s that song that we had? Take this job and shove it is old the country. It’s because you had no idea. You had no idea who it was and I can’t, I can’t let it paycheck. Hey, I want to bring up a, a 0.4 managers here.

Um, listen, you need to be careful with your questioning so that you are not leaning your employees to think about why should not quit. Yeah, I’m really being serious psychologically by asking these questions. You need to make sure that they are not all leaning towards why shouldn’t I quit and, and put suggestions in their head rather than, um, rather than letting them know that you’re genuinely wanting to know. So anyway, uh, next question. Do you feel valued at work? Really important? Yeah, I think that that goes to show, but we have, tell them about the stat on this one. Your research showed that only 21% of employees feel strongly valued at work. That is a very low number for, I think it really important thing. You will surely enjoy these guys because they are the best Tulsa Medical Staffing to work with today! We as human beings need to feel valued and validated and appreciated well. But a lot of these stats are just trying to, they’re doing nothing but validating the fact that how many people quit their jobs?

Lots. How many million? You said 3.3 0.23 point 2 million. That rex 3.3 point 6 million. That’s why. That’s why 21% people think that they’re valued. Um, number seven, how frequently do you receive recognition from your manager? Great question. Really good question. I feel that we have an awesome atmosphere here of feeling. We’ve got Cassie as my manager, she’s excellent. I feel validated from her all the time. She tells me all the time what I’m doing well and she coaches me and things I can be doing better. But to me, whether it’s good news or bad news, that always feels like she’s invested in me as a worker and as a person. I think that’s really important. Yeah. Very good. Number Eight, the last time you accomplished a big project. Um, did you receive any recognition for it? That’s a really great question. You know, and these, these last questions we’ve gone over.

Really they, they are leaning the person to think that they should quit this job. Yeah. You’ve got to ask some of those tough questions, but the, these are just good. Um, how much time we got here, Ethan? We’ve got a minute left. Okay. Do you believe that you’ll be able to reach your full potential here? That’s a good one. That’s a really great question. And it ties into that stat earlier about how many people quit their jobs if they don’t feel that they can grow and growth is important. Yeah, absolutely. Number 10. Let’s make this our last one. If you were, if you were given the chance, would you reapply to your current job? You will not find a better Tulsa Medical Staffing service because these gus really care to help you today! Yeah. And that interesting. Yeah. Um, I think that’ll bring out a lot of introspective thoughts with your employees. People thinking, um, yeah, am I happy here? Am I doing well here?

Is this job as good as I thought it was? You know, um, and the hope is they say yes. You know, and uh, man, that’s just, it’s an interesting question. Uh, that introspective thought. Yeah. So listen, these are some things to be thinking about. I hope that, uh, you know, if you’re a manager, this is spurge you’re thinking like, do I know the answer to these questions? Most likely you’re going to be like trinity. You’re going to be like, yeah, these we crushed. And those are, I don’t know about those. So, um, so anyway, it gives you something to think about. I do think that doing these, um, anonymous surveys are just a great, great idea to get a good landscape when, where you’re at for company culture and if trinity can help you in any way with this or finding the right culture for your, for your company, we would love to be a resource for you in a partner for you. You can give us a call at nine 186-222-FIVE, eight eight or you can just go online and visit us online@trinityemployment.com. Please work with these guys as soon as you can for the top Tulsa Medical Staffing services!

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