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        "rendered": "<div class=\"wp-block-image\"><figure class=\"aligncenter size-large\"><img decoding=\"async\" src=\"https:\/\/surveyrock-blog.s3.amazonaws.com\/blog\/wp-content\/uploads\/2015\/04\/employee-communication.png\" alt=\"kommunikation med arbetstagarna\"\/><\/figure><\/div>\n\n\n\n<p><br>I en unders\u00f6kning av bemanningsf\u00f6retaget Accountemps fr\u00e5gades h\u00f6gre chefer om strategier f\u00f6r att f\u00f6rb\u00e4ttra den l\u00e5ga arbetsmoralen bland de anst\u00e4llda. B\u00e4ttre kommunikation angavs av 48% av cheferna som den b\u00e4sta l\u00f6sningen p\u00e5 l\u00e5g arbetsmoral. <\/p>\n\n\n\n<!--more-->\n\n\n\n<p>Program f\u00f6r erk\u00e4nnande f\u00f6ljde l\u00e4ngre efter med 19%; monet\u00e4ra bel\u00f6ningar f\u00f6r exceptionella prestationer f\u00f6reslogs av 13%; och ov\u00e4ntade bel\u00f6ningar, s\u00e5som presentkort eller biljetter till sportevenemang, \u00e4r den \u00e5tg\u00e4rd som f\u00f6redras av 11%.<\/p>\n\n\n\n<p>33% av de tillfr\u00e5gade svarade ocks\u00e5 att bristen p\u00e5 \u00f6ppen och \u00e4rlig kommunikation med personalen toppar listan \u00f6ver ledningens felsteg som kan undergr\u00e4va moralen, f\u00f6ljt av underl\u00e5tenhet att erk\u00e4nna de anst\u00e4lldas prestationer p\u00e5 19%.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.surveyrock.com\/home\/employee-surveys.html\" target=\"_blank\" rel=\"noreferrer noopener\">Unders\u00f6kningar av personalens tillfredsst\u00e4llelse<\/a> \u00e4r ett utm\u00e4rkt s\u00e4tt att b\u00f6rja f\u00f6rb\u00e4ttra kommunikationen med de anst\u00e4llda och ta reda p\u00e5 om de \u00e4r n\u00f6jda och motiverade. <a href=\"http:\/\/www.surveyrock.com\/\">SurveyRock online-unders\u00f6kningar<\/a> \u00e4r ett utm\u00e4rkt verktyg f\u00f6r att f\u00e5 den n\u00f6dv\u00e4ndiga feedbacken fr\u00e5n de anst\u00e4llda och erbjuder den anonymitet som \u00e4r n\u00f6dv\u00e4ndig f\u00f6r \u00f6ppenhj\u00e4rtig feedback.<\/p>\n\n\n\n<p>F\u00f6r att f\u00e5 ut det mesta av dina medarbetarunders\u00f6kningar b\u00f6r du t\u00e4nka p\u00e5 f\u00f6ljande faktorer:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>F\u00f6retagsledningen b\u00f6r tydligt kommunicera tre huvudpunkter: varf\u00f6r, vad och hur unders\u00f6kningen genomf\u00f6rs. Ryktena kommer att b\u00f6rja spridas s\u00e5 fort det blir k\u00e4nt att unders\u00f6kningen \u00e4r klar, s\u00e5 det \u00e4r viktigt att tydligt f\u00f6rklara varf\u00f6r f\u00f6retaget genomf\u00f6r unders\u00f6kningen just nu, vad man hoppas uppn\u00e5 med unders\u00f6kningen och hur man t\u00e4nker anv\u00e4nda resultaten av unders\u00f6kningen.<\/li><li>Skapa en viss uppst\u00e5ndelse innan du b\u00f6rjar genomf\u00f6ra unders\u00f6kningen: publicera flera meddelanden i f\u00f6rv\u00e4g och l\u00e5t cheferna prata med de anst\u00e4llda, vilket kommer att f\u00e5 de anst\u00e4llda att prata med varandra. Detta kommer att bidra till att \u00f6ka svarsfrekvensen.<\/li><li>R\u00e4kna med viss skepticism, cynism och motst\u00e5nd fr\u00e5n de anst\u00e4llda, det \u00e4r en del av f\u00f6r\u00e4ndringsprocessen. Till en b\u00f6rjan tenderar m\u00e4nniskor att fokusera p\u00e5 sina frustrationer; f\u00f6r det mesta \u00e4r en cyniker ofta bara en desillusionerad idealist. Med tiden blir m\u00e5nga m\u00e4nniskor mer engagerade probleml\u00f6sare.<\/li><li>Engagera alltid medarbetarna i f\u00f6r\u00e4ndringsarbetet eftersom det bidrar till att f\u00e5 deras engagemang. Dessutom f\u00e5r de anst\u00e4llda en uppfattning om att de har r\u00e4tt att ta upp legitima problem, men att de ocks\u00e5 har ett ansvar att f\u00f6resl\u00e5 och arbeta f\u00f6r att finna l\u00f6sningar.<\/li><li>Efter att ha genomf\u00f6rt en medarbetarunders\u00f6kning m\u00e5ste ledningen vidta \u00e5tg\u00e4rder som svar p\u00e5 resultaten av unders\u00f6kningen. Om inga \u00e5tg\u00e4rder vidtas kan det leda till cynism och f\u00f6rs\u00e4mrad arbetsmoral hos de anst\u00e4llda. Alla \u00e5tg\u00e4rder och framsteg som g\u00f6rs b\u00f6r erk\u00e4nnas internt och fr\u00e4mjas s\u00e5 att de anst\u00e4llda tydligt kan f\u00f6rst\u00e5 unders\u00f6kningens inverkan.<\/li><\/ul>\n\n\n\n<p>Kom ih\u00e5g att de flesta anst\u00e4llda \u00e4r toleranta, f\u00f6rl\u00e5tande och f\u00f6rst\u00e5r att det tar tid att f\u00f6r\u00e4ndra saker och ting. Det de vill ha mest \u00e4r att kunna se att ledningen har goda avsikter och g\u00f6r en \u00e4rlig anstr\u00e4ngning f\u00f6r att f\u00f6rb\u00e4ttra arbetsmilj\u00f6n.<\/p>",
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