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Survey Services

We offer a wide range of Surveying Services that are designed to cater to their specific land survey related requirements. After a great research work, we have made a remarkable assistance in various fields. Our services are appreciated worldwide for their cost effectiveness and customization.

Employee Engagement
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Employee Engagement

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The lost productivity of actively disengaged employees costs the US economy $370 billion annually.
67% of the engaged employees advocate their company or organization, against only 3% of the disengaged.
70% of engaged employees indicate they have a good understanding of how to meet customer needs; only 17% of non-engaged employees say the same.

(Social Knows: Employee Engagement Statistics (August 2011 Edition)

What engagement means at the work place?

Being engaged is the extent to which an employee puts discretionary effort into the work beyond the minimum to get the job done in the form of extra time, brainpower, time or energy.

The level of engagement is driven by the employee’s immediate experience in the Organization. The factors that build or destroy engagement vary across situations and organizations.

An engaged employee is one who:
  • Has a belief in the organization
  • Understands the business and its broader context
  • Has a desire to make the organization succeed
  • Shows respect for his fellow colleagues
  • Demonstrates the willingness to go the extra mile when required

An engaged employee exuberates positivity in the work environment and creates a good rapport with co-workers, bosses and subordinates. To reap the rewards that a more engaged organization promises, your entire workforce needs to be accountable for their piece of the 'engagement equation' every day.

Different employees have different perceptions and expectations; and in the current scenario of diverse and large staff, it becomes a tedious task for the HR department of an organization to understand and meet the various needs of all the employees. This is where Employee engagement surveys can come in handy. These surveys are attempts to measure how strongly connected with the organization its staff are. They help find out how happy and involved do a firm's employees feel.

Psyft has designed an employee engagement survey tailored to the modern day corporate scenario and requirements, which eases the burden of its clients.

It measures employee engagement on 4 dimensions:
  • Retention
  • Motivation
  • Satisfaction
  • Commitment

The survey consists of 60 items and usually takes 25 minutes to complete.

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Employee Satisfaction Survey
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Understanding why employees leave a company is critical for it becoming an employer of choice.

Why Exit surveys are used?

Exit surveys are used by an employer to get the feedback on why employees are leaving so that any problems or trends can be identified and possibly resolved.

Exit Surveys aim at:
  • Understanding the factors that drive employees to leave
  • Identifying problem supervisors that could lead to staff turnover
  • Identifying other barriers to job- satisfaction
  • Managing and mitigating the risks of employee departure
  • Providing direct indications on how to improve staff retention
  • Providing valuable information on how to improve recruitment process and induction of new employees
  • Providing relevant and useful data in the form of training needs analysis and training plans

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Leadership Training Services
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Leadership is less about your needs, and more about the needs of the people and the organization you are leading. Leadership styles are not something to be tried on like so many suits, to see which fits. Rather, they should be adapted to the particular demands of the situation, the particular requirements of the people involved and the particular challenges facing the organization.

Leadership Style survey aims at:


  • Understanding your strengths and weaknesses as a leader
  • Identifying your leadership style and approach at workplace
  • Identifying the leadership style, with which the team members are most comfortable working with

3 Ways to Improve your Leadership Style:

  • Reflection is an effective way to improve leadership style. Taking time throughout the day to reflect, even if it is only ten or 15 minutes, can improve leadership style and skills
  • Setting Examples of Behavior. Improve leadership style by setting examples. Behave the way you expect those who work with you to behave. One of the quickest ways to lose respect is to tell your employees one thing and do the opposite. This is where the phrase "practice what you preach comes in"
  • Listen to Employees. Listen to your employees with an open mind and implement an open-door policy. A good leader listens and reacts decisively and in a fair manner for the common good of everyone involved and with the end goal in mind. According to Brett Simmons, an organizational behavior coach, "Leading by example is a central premise of most popular leadership philosophies and formal theories." This is based on the idea that leaders "provide a role model for the critical behaviors they want to see from their followers"

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Client Feedback
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Client Feedback

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Client opinion matters

We want your clients to let you know what they think of your service.

What is Client Survey?

Since many organizations today are committed to client service, it is important to gather the input from their clients that will enable the organization to improve the quality and efficiency of their service delivery continuously.

The praise received for a job well done or a suggestion that helps the organization to improve their business processes are reviewed by the directors periodically for a quick action.

The purpose of client feedback survey:
  • To know what the clients feel about your services
  • To make clients feel that their opinions are important to you
  • Finding out what it is that satisfies your clients can help your business succeed
  • To focus on changes that you need to make in order to grow
  • To make your clients become loyal to your organization

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Job Satisfaction
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Job Satisfaction

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Happier employee is a productive employee.

Job satisfaction is contentment arising out of interplay of employee's positive and negative feelings toward his or her work; how content an individual is with his or her job. Thus, job satisfaction is a general or global affective reaction that individuals hold about their job.

Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. If an organization is concerned about job satisfaction of their employees, management may want to conduct surveys to determine what type of strategies to implement.

Job satisfaction survey is an easy way to measure employee loyalty and uncover areas for improvement. Organizations measure different "facets" or "dimensions" of satisfaction which is useful for a more careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits.
The insights you gain can help you:
  • Improve retention and keep your best employees
  • Increase overall productivity
  • And have happier employees

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Stress Audit
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Stress Audit

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Stress is defined as the deviation from the normal state of mind which adversely affects a person's work activities. In the increasingly competitive corporate field, stress has emerged as a road barrier for achieving goals in the background of time deadlines, odd working hours, multiple projects and incentive driven work. Significant stress is often associated with organizational dysfunction.

Why is tackling stress in your business important?

The costs of neglecting stress as a risk factor can be high. Stress is often overlooked as a health and safety issue by small businesses.

Stress can cause many workplace problems, including:
  • Increased sickness absence
  • High staff turnover
  • A fall in your productivity and that of your employees
  • Poor decision-making
  • An increase in mistakes which may in turn lead to more customer complaints
  • Poor workplace relations

Stress often has a cumulative effect. If one member of staff becomes ill through stress, it places added pressure on those covering for them. A stressed manager may find it difficult to create a positive working environment and monitor stress levels in others. It's also important to tackle any stress you face as an owner-manager or self-employed person. This is often caused by working excessively long hours or from a feeling of isolation.

What is a Stress Audit?

A Stress Audit is an organizational risk assessment of work factors known to be associated with work related Stress.

Since stress is an individual and subjective response, risk assessment for work-related stress must involve assessing employees’ own perceptions of their work. A stress audit helps gain an overall picture of the health of the organization and the way in which it is run. Carrying out a stress audit is one of the best ways to find out whether stress is a problem in your workplace.

The Psyft Stress Audit

Psyft’s Stress Audit uses a questionnaire, which establishes the likely causes of stress, and its probable levels, in an organization or group of individuals. It is a valid tool, which can identify stress within departments, sections, job types, gender and age groups (as well as ethnicity, disability and grading bands), and establish likely stress levels and indications of impending health problems. Psyft assessments also tell an employer what are the stress points in the organization which affect the maximum number of employees.

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