{"id":9453,"date":"2024-12-10T19:23:43","date_gmt":"2024-12-10T18:23:43","guid":{"rendered":"https:\/\/extali.eu\/docs\/gute-hospitalpraxis\/1-kontext-des-krankenhauses\/1-3-mitarbeiter\/1-3-22-mitarbeiterbefragungen\/"},"modified":"2025-11-11T11:05:40","modified_gmt":"2025-11-11T10:05:40","slug":"1-3-22-employee-surveys","status":"publish","type":"docs","link":"https:\/\/gutehospitalpraxis.de\/en\/handbuch\/1-kontext-de-krankenhauses\/1-3-mitarbeiter\/1-3-22-mitarbeiterbefragungen\/","title":{"rendered":"1.3.22 Employee surveys"},"content":{"rendered":"
Download the process instruction as PDF<\/a>Download<\/a><\/div>\n\n\n\n

Goal and purpose<\/h2>\n\n\n\n

If there is uncertainty about the assessment of the hospital or if changes in the attitude of employees towards the hospital are feared, employee surveys can help to uncover previously unknown issues. However, it should be noted that the informative value often falls well short of expectations. The pitfalls and statistical limitations of surveys should be taken into account. The costs of such surveys are considerable and should be set in relation to the knowledge gained.<\/p>\n\n\n\n

Employees' requirements regarding working conditions and health and safety problems should be surveyed regularly.<\/p>\n\n\n\n

The results should be communicated appropriately.<\/p>\n\n\n\n

Problem definition<\/h3>\n\n\n\n

Informing the management about the expectations, needs, opinions and feelings of the employees in the hospital. Employees' comments to the management on general problems and perceptions in the hospital. Identification of deficits in the management of the hospital that can lead to disruptions in employee motivation and commitment. Method of testing whether QM measures have had the desired effect.<\/p>\n\n\n\n

Employee surveys can be conducted in relation to occupational groups, departments or all employees of the hospital or a group of hospitals. Employee surveys cannot replace open dialogue and careful observation of the mood in the hospital. Employee surveys can be designed as heuristic studies (i.e. to detect individual, possibly random findings) or as systematic studies whose findings are based on a statistical analysis.<\/p>\n\n\n\n

The heuristic findings must be carefully weighed up. It must always be realised that they do not necessarily have to be representative. In the case of systematic studies, the methodological rules of an empirical study must be observed, as otherwise the statements are worthless. If the survey is intended to measure the effectiveness of QM measures in a before\/after comparison, the confidence interval of the statements must remain assessable through the statistical analysis.<\/p>\n\n\n\n

Result<\/h3>\n\n\n\n

Valid statements on the issues that gave rise to the employee survey.<\/p>\n\n\n\n

Solution<\/h2>\n\n\n\n

<\/p>\n\n\n\n

Survey objective<\/h3>\n\n\n\n

The first step is to determine the objective of the employee survey. Should the employees' attitude towards their work and working conditions (job satisfaction) be analysed? Should the management levels be assessed by the employees? Should employee loyalty to the hospital be determined? Do you want to investigate the general state of mind (working atmosphere)? Should the level of information provided to employees on certain points be determined (effectiveness of information strategies)?<\/p>\n\n\n\n

Questionnaire<\/h3>\n\n\n\n

The questions should be formulated in such a way that they directly enquire about the characteristic to be analysed. For more complex characteristics, such as satisfaction, this is not possible. In this case, several questions must be asked in such a way that the more general characteristic is largely covered. Examples of questions:<\/p>\n\n\n\n