Employees are the key to open lock for your company success.

Make them happy, fulfill

their demands and then see how your company grows day by day.
Give the employee a genuine voice without retribution and with the opportunity to
produce a positive change within company. This will enhance the bond between
employees and management and will reflective on the bottom line.
But I think it's a good barometer for management to do these, and I think its really
important to publish the results for the staff, no matter how bad they may be. It would
also be good to publish an action plan along with the results....let the staff know that
management get's it and I think there will always be a happier, more productive work
force.
Great comments. As several have mentioned, corporate culture is key and directly affects
the effort of a survey.
Here are some scenarios that sabotage the survey:
1. Senior management is not sufficiently engaged with the employees to understand their
comments and disregards their comments as whining.
2. Senior management has not empowered, engaged, and / or trained the HR department
re the process for appropriate discussion, further training / education, and follow up after
the survey.
3. Employee morale is already so low that survey participation is minimal because of low
expectations. The low participation level is then conveniently misinterpreted as
satisfaction with status quo and the concern is dismissed.
There are more factors, of course, but one should also recognize that these issues are
usually the organic source for having a survey to begin with. Therefore positive change
can never occur with such a corporate culture.
Bottom line, employee satisfaction exists only with a positive corporate culture, i.e.,
when senior management is knowledgeable and participatory in staff dynamics either
directly or via an engaged HR department and an empowered middle management staff.
This is a top-down issue and can usually only be changed by eliminating the negative
influencer - tough to do when it might be the CEO!
Further, in the interest of building a relationship of honesty, integrity, and trust, among
organization employees, the results should be communicated effectively and acted upon
by the organization. Finally, the organization's managers need to track progress and
communicate implementation successes and failures.

First of all THANKS to SHAKER GROUP Mr.Hassan Shaker & Mr.Hussein Shaker .I
am working for SHAKER GROUP since Year 2001 till date in the position of Senior
Technical Support Engineer. With my 12 years experience with SHAKER their was not
much improvement and progress through out of my career development with regards to
my Salary and other benefits.Before I go on to elaborate I would first and foremost like to
express my heartfelt gratitude to Mr.Nadeem Kiyani-Vice President HR and Mr.Khalid Al
Saad-HR Manager for introducing the Employee Satisfaction Survey Report.I would like
to draw attention on the comments & suggestions of this report. But I think it's a good
barometer for management to do these, and I think its really important to publish the
results for the staff, no matter how bad they may be. It would also be good to publish an
action plan along with the results....let the staff know that management get's it and I think
there will always be a happier, more productive work force.Bottom line, employee
satisfaction exists only with a positive corporate culture, i.e., when senior management is
knowledgeable and participatory in staff dynamics either directly or via an engaged HR
department. My suggestions to Highlight like 1.Schooling facility for the Employee's
Children 2.Time to Time Technical training should be provided by the company in Korea
3.Compensation Salary , Benifits should be increase 4. Oppotunities for professional
development. 5. Recognition. Further, in the interest of building a relationship of
honesty, integrity, and trust, among organization employees, the results should be
communicated effectively and acted upon by the organization. Finally, the organization's
managers need to track progress and communicate implementation successes and
failures. Thank you & Best Regards, Mazhar Sheikh