{"id":784521,"date":"2016-09-01T06:30:57","date_gmt":"2016-09-01T06:30:57","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/hur-man-planerar-fragor-om-nojda-medarbetare\/"},"modified":"2016-09-01T06:30:57","modified_gmt":"2016-09-01T06:30:57","slug":"hur-man-planerar-fragor-om-nojda-medarbetare","status":"publish","type":"post","link":"https:\/\/qa-release.questionpro.com\/blog\/sv\/hur-man-planerar-fragor-om-nojda-medarbetare\/","title":{"rendered":"Hur man planerar fr\u00e5gor om n\u00f6jda medarbetare"},"content":{"rendered":"<span class=\"rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\">2<\/span> <span class=\"rt-label rt-postfix\">minutes read<\/span><\/span><p>Att planera fr\u00e5gor f\u00f6r unders\u00f6kningar om medarbetarnas tillfredsst\u00e4llelse kan vara mer komplicerat \u00e4n vad de flesta HR-cheferna tror. I sj\u00e4lva verket skiljer sig unders\u00f6kningar om medarbetarnas engagemang mycket fr\u00e5n alla andra unders\u00f6kningar p\u00e5 grund av det slutliga m\u00e5let med dem. Till skillnad fr\u00e5n marknadsunders\u00f6kningar kan unders\u00f6kningar om medarbetarnas tillfredsst\u00e4llelse inte bara g\u00f6ras f\u00f6r att samla in data &#8211; fr\u00e5gorna m\u00e5ste vara engagerande och motiverande och b\u00f6r v\u00e4cka genklang hos medarbetarna p\u00e5 ett s\u00e4tt som f\u00e5r dem att k\u00e4nna sig delaktiga i beslutsprocessen.<\/p>\n<p><strong>Unders\u00f6kningar som ger inlevelse och energi<\/strong><\/p>\n<p>Dina enk\u00e4tfr\u00e5gor m\u00e5ste vara formulerade p\u00e5 ett s\u00e4tt som s\u00e4ger: &#8221;Vi \u00e4r h\u00e4r f\u00f6r att ta del av din \u00e5sikt&#8221;. Kom ih\u00e5g att <a href=\"https:\/\/www.questionpro.com\/survey-templates\/employee-satisfaction-survey-questions-template\/\">unders\u00f6kningar om medarbetarnas tillfredsst\u00e4llelse<\/a> inte \u00e4r KRA-formul\u00e4r d\u00e4r endast data beh\u00f6ver samlas in f\u00f6r behandling. Unders\u00f6kningen m\u00e5ste alltid &#8221;fr\u00e5ga&#8221; och inte &#8221;ber\u00e4tta&#8221;.<\/p>\n<p>&#8221;Med tanke p\u00e5 att vi inte har uppn\u00e5tt v\u00e5ra \u00e5rliga m\u00e5l, vad tycker du om dina chefer?&#8221; &#8211; Den h\u00e4r g\u00e5ngen kan fr\u00e5gor om engagemang vara kontraproduktiva. Fr\u00e5ga ist\u00e4llet helt enkelt &#8221;Hur effektiv tycker du att din rapporterande chef \u00e4r n\u00e4r det g\u00e4ller att v\u00e4gleda dig till att uppn\u00e5 de \u00e5rliga m\u00e5len?&#8221;. &#8211; Det \u00e4r en fr\u00e5ga som \u00e4r korrekt st\u00e4lld utan att vara nedl\u00e5tande mot n\u00e5gon anst\u00e4lld.<\/p>\n<p><strong>Unders\u00f6kningar som lyssnar p\u00e5 de anst\u00e4llda<\/strong><\/p>\n<p>\u00d6ppna fr\u00e5gor kan vara ett bra s\u00e4tt att ge dina anst\u00e4llda frihet att tala om fr\u00e5gor som r\u00f6r dem. De \u00e4r en tydlig indikation p\u00e5 att organisationen \u00e4r villig att ta reda p\u00e5 vad som p\u00e5verkar varje anst\u00e4lld och hur de kan hj\u00e4lpas. Ett enkelt s\u00e4tt att st\u00e4lla en allm\u00e4n \u00f6ppen fr\u00e5ga \u00e4r: &#8221;Finns det n\u00e5got annat du vill till\u00e4gga?&#8221;, eller &#8221;Vad tycker du om produkt X?&#8221; och s\u00e5 vidare.<\/p>\n<p><strong>Unders\u00f6kningar som \u00e4r skr\u00e4ddarsydda<\/strong><\/p>\n<p>Alla anst\u00e4llda kommer inte att svara p\u00e5 din unders\u00f6kning p\u00e5 samma s\u00e4tt, och du b\u00f6r inte heller engagera alla p\u00e5 samma s\u00e4tt. En 45-\u00e5rig anst\u00e4lld f\u00f6rv\u00e4ntar sig att bli mer respektfullt behandlad och en 25-\u00e5ring f\u00f6rv\u00e4ntar sig att unders\u00f6kningen \u00e4r mer engagerande och \u00f6ppen. Spr\u00e5ket m\u00e5ste tilltala deras behov och det kan bara uppn\u00e5s genom anpassningar med hj\u00e4lp av logik och variabler i din enk\u00e4t d\u00e4r du kan se till att r\u00e4tt fr\u00e5gor st\u00e4lls till r\u00e4tt m\u00e5lgrupp.<\/p>\n<p><strong>Unders\u00f6kningar som inspirerar till \u00f6ppenhet och en vinnande arbetskultur<\/strong><\/p>\n<p>Den viktigaste effekten som varje <a href=\"https:\/\/www.questionpro.com\/employee-engagement-survey.html\">unders\u00f6kning om medarbetarnas engagemang<\/a> m\u00e5ste ha \u00e4r att syftet med unders\u00f6kningen \u00e4r att \u00f6ka \u00f6ppenheten i organisationen samtidigt som man tar steg mot att bygga och uppr\u00e4tth\u00e5lla en vinnande arbetskultur. I detta syfte m\u00e5ste HR-ledare se till att \u00e4ven om du samlar in viktiga uppgifter om medarbetarna, b\u00f6r tillv\u00e4gag\u00e5ngss\u00e4ttet s\u00e4nda ett budskap om att insatsen \u00e4r till f\u00f6rm\u00e5n f\u00f6r medarbetarna och att f\u00f6rst\u00e5 deras f\u00f6rv\u00e4ntningar.<\/p>\n<p>Det finns trots allt en id\u00e9 som alla branschexperter har uttryckt: &#8221;En engagerad och n\u00f6jd arbetskraft ger dig pengar, om du inte engagerar dem kostar det dig pengar&#8221;.<\/p>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\">2<\/span> <span class=\"rt-label rt-postfix\">minutes read<\/span><\/span> Att planera fr\u00e5gor f\u00f6r unders\u00f6kningar om medarbetarnas tillfredsst\u00e4llelse kan vara mer komplicerat \u00e4n vad de flesta HR-cheferna tror. I sj\u00e4lva [&hellip;]<\/p>\n","protected":false},"author":70,"featured_media":583556,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[1462],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Hur man planerar fr\u00e5gor om n\u00f6jda medarbetare | QuestionPro<\/title>\n<meta name=\"description\" content=\"Att planera fr\u00e5gor f\u00f6r unders\u00f6kningar om medarbetarnas tillfredsst\u00e4llelse kan vara mer komplicerat \u00e4n vad de flesta HR-cheferna tror. 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