Focus Group Meeting

The importance of Employee Focus Groups after administering an Employee Engagement Survey

Gather ideas and feedback from employees. Employee Focus Groups allow company management to gather ideas from employees in regards to the effectiveness of their current policies and procedures. The focus groups are often conducted after employees complete an employee opinion survey. Focus Groups are the next steps taken to ensuring that employees’ concerns are resolved.

Act upon the results. Employee opinion surveys should be followed up with an effective method for addressing and resolving the concerns that were identified during the survey process. In the employee focus groups, employees have the opportunity to provide both insights about their experience with the company as well as constructive feedback. Using the survey results, management can identify what areas need improvement and work with the employees together, in finding appropriate solutions to solve any work-related issues.

Employee Focus Groups make employees part of the process. Management and employees can collaborate to discuss new ideas on improving both the work environment and the business’s success. After all, employees are part of the company and can have useful advice and feedback as to what changes can help increase work productivity and future company growth. At Executive HR Consulting Group, we take on the role of facilitator and listen to the issues that employees experience in the work environment; allowing employees to find the root cause of the real or perceived problem; and then assist employees to identify possible solutions.

Repeat the same questions year after year. Craft your survey questions well, and make sure to ask the same questions each year, so you can track your company’s progress. You can add additional questions to the survey form as things within your business change, but every year should include questions asking your employees about workplace practices, the working environment, and questions regarding their thoughts on management and supervisors.

Call us at (818) 845-5584 or email us at info@executivehrconsulting.com to learn more about the new changes to the law.

Management Training 101

Management Training 101 covers supervisory and management skills for both new and experienced supervisors. This workshop is an overall view of the managers’ responsibilities vis a vis their employees, and your company’s policies.

The productivity and success of your business correlates with the satisfaction and happiness of your employees, therefore it’s important to ensure that your supervisors are properly trained and prepared to manage the business. This training course will teach supervisors and the management team to effectively deal with complaints and conflicts at work.

You will learn how to exercise good employee relations. A management training course for both new and experienced supervisors will offer them strategies for practicing effective employee relations. With proper feedback and healthy communication, employees can become more productive and satisfied, and be less inclined to leave their jobs.

Avoid employee complaints of harassment or discrimination. Gaining full knowledge of practices and procedures related to the role of a manager, employers will be able to handle various work-related issues. With proper training, supervisors and managers will learn how to prevent issues at work from occurring but will also be prepared to take appropriate action when cases of sexual harassment and discrimination are presented.

Management Training 101 helps your managers understand their responsibilities as it relates to wage & hour laws, sexual harassment, coaching, discipline, communication, and attendance. We provide a wide variety of more in depth courses which will offer a complete training solution to brush up the supervisory and management skills as well as human resource responsibilities. Choose the courses that best suit your business and management training needs.

Follow up with refresher classes to maintain good practices. Once you have completed the basic management training courses, it’s important to follow up with refresher courses from time to time to ensure that the information is relevant and up-to-date. Refresher courses are great ways to inform supervisors of the implementation of new laws, policies and procedures as well as reminding them of previous best practices in the workplace.

Call us at (818) 845-5584 or email us at info@executivehrconsulting.com to schedule a Management Training 101 course for your entire management team.

The importance of Employee Focus Groups after administering an Employee Engagement Survey

Gather ideas and feedback from employees. Employee Focus Groups allow company management to gather ideas from employees in regards to the effectiveness of their current policies and procedures. The focus groups are often conducted after employees complete an employee opinion survey. Focus Groups are the next steps taken to ensuring that employees’ concerns are resolved.

Act upon the results. Employee opinion surveys should be followed up with an effective method for addressing and resolving the concerns that were identified during the survey process. In the employee focus groups, employees have the opportunity to provide both insights about their experience with the company as well as constructive feedback. Using the survey results, management can identify what areas need improvement and work with the employees together, in finding appropriate solutions to solve any work-related issues.

Employee Focus Groups make employees part of the process. Management and employees can collaborate to discuss new ideas on improving both the work environment and the business’s success. After all, employees are part of the company and can have useful advice and feedback as to what changes can help increase work productivity and future company growth. At Executive HR Consulting Group, we take on the role of facilitator and listen to the issues that employees experience in the work environment; allowing employees to find the root cause of the real or perceived problem; and then assist employees to identify possible solutions.

Repeat the same questions year after year. Craft your survey questions well, and make sure to ask the same questions each year, so you can track your company’s progress. You can add additional questions to the survey form as things within your business change, but every year should include questions asking your employees about workplace practices, the working environment, and questions regarding their thoughts on management and supervisors.

Call us at (818) 845-5584 or email us at info@executivehrconsulting.com to learn more about the new changes to the law.