How To Do Happiness Survey Effectively

Happiness is more related to subjective feelings. So, does the survey of happiness index of enterprises find problems for themselves? adviser Teng Lanfang talked to us about the fact that happiness surveys are more effective.

Satisfaction is the overall evaluation of employees' different aspects of work from the perspective of emotion and cognition, and can be achieved through many assessment tools, such as employees' questionnaire on overall satisfaction of enterprises.

There are also cognitive components in happiness, but less, and more influenced by subjective factors, such as personality traits and attribution styles. Happiness is more related to emotion.

How to design a happiness questionnaire is not a mere formality.

Most satisfaction surveys have narrow coverage and can not be effectively differentiated. Designing effective questionnaires must first be categorization, not all jobs. staff They share the same table, make a separate table for administration, finance and human resources, and the business department should set up separate tables. The problems should be related to the daily specific work, preferably involving details. The problem of customization can reflect the facts, otherwise it will always ask the attitude and ask the most valuable things.

I used to have a survey of employee satisfaction in state-owned enterprises. State-owned enterprise The first thing in the survey is the satisfaction of leaders: are individuals capable of being generous to their subordinates? Will they wear shoes for employees? Next, what is the environment of the co-workers and how do they work together? For example, in a company, most of their colleagues' happiness is related to their subjective feelings. Then, can the enterprise do a survey of happiness index to find problems?

All of them are undergraduate or master's degree, and their employees will be more sympathetic to this group. Third, it is not easy to ask personal growth to promote in state-owned enterprises. Once promotion, it will have a great impact on income. Finally, salary and benefits.

The result we got at that time was that women scored lower than men in all aspects. According to our usual sense of contact, women generally worked more steadfast and more solid than men, but state-owned enterprises certainly had more sex discrimination than others. Therefore, women's work is actually more laborious and less satisfactory.

In private enterprises, most questionnaires will put salary first. The second dimension may be the matching degree of personal and enterprise value, third is personal development, fourth is work pressure, which may be less involved in state-owned enterprises.

If you want to investigate the happiness of employees, you can design similar questionnaires. You need to add some dimensions, such as personal involvement in the organization and the stability of personal emotions. Because people with emotional instability are more likely to be irritable and depressed, and less likely to be happy. In addition, marital relations can be determined depending on circumstances. Emotional intelligence also determines whether a person is happy, too high or too low to get happiness. We find that among the office workers with normal intelligence level, EQ is higher than those with higher average level.

There are 28 rules for happiness.

I think happiness is a very high thing, in the crowd also follow the 28 rule, perhaps 80% of the office workers are not so happy, and the other 20% may be self actualization in the work. Enterprises are also similar. Those who are satisfied with their income, who are within a group or a minority, can feel that happiness should be less. Of course, they do not exclude those who have special intelligence in their employees and know how to get happiness. This is related to personality traits. Indeed, some people can do it. In their eyes, happiness has little correlation with income, but most people are very difficult.

If companies are recruiting people who are particularly happy and easy to get along with, then where are the business interests going? The Chinese tradition is indifferent, and follow up is a conflict. This is a paradox: if the employee is not satisfied, he must control his satisfaction within a certain range. He is too easy to satisfy, but he will not be able to make progress.

I have approached a private enterprise, do a lot of machine design such as aircraft engines, business efficiency is very good, all the core competitiveness is people, people have gone, the enterprise also does not exist. The company's attendance is very much like Google. When they come to work, they don't punch cards. When they come, they do a tick on the front desk, they play several games, and the boss trusts their employees very much. From the communication with ordinary employees, they are still very happy. They should not worry when they have children. They can borrow money from the company when they buy a house. You know, in order to cash flow, many companies do not explicitly lend money to employees to buy a house. The boss is a postdoctoral fellow at University of Science and Technology of China. He understands decentralization, gives employees more autonomy and a healthy business philosophy.

In enterprises with a very poor sense of happiness, some people on the Internet have described that the mood of going to work is heavier than that of the grave. In fact, the so-called corporate culture is the culture that the boss believes in, which is determined by the boss's personal idea. Some people think that employees are the same as the things they buy. They do not feel that their employees are partners in their careers. This is related to the attribution and style of psychology. Such people do not attribute their success to objective conditions (employees are also one of the objective conditions), but rather to the subjective efforts of individuals.

There are many bosses who are willing to give psychological assistance to their employees, but this kind of psychological counselling should never be done in the enterprise. It is only equivalent to a kind of welfare. It can provide some opportunities for psychological consultation. When necessary, you can make phone calls or seek psychological help. Therefore, only a good starting point is not enough. We must pay attention to ways and means to be effective.