Employee Satisfaction/Engagement/HR Surveys  •  Employee Retention Surveys
Employee Benefits Surveys  •  Leadership Assessment Surveys  •  Sales Force Surveys
Organizational Assessment Surveys  •  Customer Satisfaction Surveys
IT Customer Satisfaction Surveys  •  Call Center Surveys•  Risk Assessment Surveys
Going Green Surveys  •  Business Process Assessment Surveys
Municipal Opinion Surveys  •  Law Firm Surveys  •  Association Member Surveys

Conduct annual employee engagement surveys/employee satisfaction surveys of employees at headquarters office and in several offices across North and South America to increase employee performance and organizational effectiveness, and assess impact of major organizational changes. Annual trend graphs display progress over time.

These annual surveys focus on a wide range of issues including the work itself and work environment, decision making, quality and customer service, employee performance standards and measurement, innovation and change, reward and recognition, compensation and benefits, feedback about supervisors and managers, development and career opportunities, teamwork, communications, corporate culture, commitment to the organization, and employee awareness of and willingness to report non-compliance of regulatory/compliance laws (Sarbanes - Oxley, etc.).

Employee satisfaction survey assessed climate of headquarters franchise management staff with a focus on strengthening their reputation as an "employer of choice" and energizing the company after a downturn in business. Other objectives included identifying departments with low employee satisfaction levels and the reasons for the low satisfaction. Survey follow-up analysis identified ways to enhance and improve services provided to franchisees, leading to significant increases in revenue from franchisees and increases in REVPAR (revenue per available room).

Employee satisfaction surveys of full-time and per diem home healthcare workers and all other employees identified causes for costly employee turnover and pinpointed systemic and localized opportunities for increasing employee and patient satisfaction. Quantisoft's analysis identified over thirty recommendations for significantly increasing employee retention and bottom-line performance.

Significant economic and specific industry problems were causing low employee morale, widespread rumors about the business and possible downsizing, and a concern that employee turnover would start to escalate. The company's Chief Administrative Officer chose Quantisoft to conduct an Employee satisfaction survey to assess employee perceptions and concerns across a wide range of issues. The survey identified numerous companywide and department-specific issues that management was able to focus on to contain unwanted employee turnover and boost morale and employee performance at a difficult time.

Separate employee retention surveys of current and former sales professionals identify the reasons for high sales force turnover and what needs to be done to increase sales. The surveys identified specific and systemic problems with local sales management, communications, recruiting, new employee orientation, training, compensation, employee expense reimbursement and other issues. Trend graphs measure progress based on actions taken in response to the employee turnover survey results.

Quantisoft conducted an employee turnover survey of former employees that left the company over the previous two years to determine the reasons why these former employees left. We offered former employees an incentive for responding to the survey, resulting in an excellent response rate. The survey found that employees were leaving for several reasons that were different than why management thought they were leaving.

Transaction follow-up customer satisfaction surveys assessing customer satisfaction with four inbound telephone call center sales and service centers with over 1,000 CSR's performing sales, customer service and billing. The surveys identified performance trends and key actions for increasing customer satisfaction and agent performance. Reports rank phone centers and agents based on customer satisfaction, and identify agents performing at unacceptable levels.

Over 300 clients, including managers and software users across the US, Canada, Mexico, South America, Europe and Asia were surveyed. Clients were asked about their satisfaction using the retail software, their satisfaction with training and ongoing technical support, using the company's website for information, the software product's impact and benefits, implementation support and other issues. This client satisfaction survey identified extensive actionable information and insight for use in sales and marketing to new clients and cross-selling to current clients. It also identified opportunities for strengthening technical support and product/implementation training, and for expanding and promoting use of the company's web site. The survey quantified many benefits that clients are achieving from the software.

Customer satisfaction surveys and consulting support enabled the bank to achieve breakthrough increases in customer service and customer satisfaction ratings of their eleven product/service centers supporting their business customers. Survey findings enabled root cause analysis, achieving elimination of many systemic problems and a reduction in customer service staff levels.

Conducting recurring incident follow-up and annual customer satisfaction surveys for some of their key outsourced technology customers including a national mortgage bank, a multi-state government agency, an insurance company, a not for profit foundation, and a leading bio-tech company.

Ongoing monthly incident follow-up IT customer satisfaction surveys assess customer satisfaction of IT customers with Help Desk, Desk Side Support and Resolver/Application Support performance. Surveys identify customer sites and business units with opportunities for improvement in service and customer satisfaction. Survey results pinpoint service attributes needing attention (knowledge, attitude, response time, service ticket closeout process, meeting SLAs/service level agreements, etc.), and identify individual IT service staff with low customer satisfaction ratings. Monthly trend graphs display improvements in performance and pinpoint performance shortfalls.

Annual IT customer satisfaction surveys assess customer satisfaction of IT customers with Help Desk, Desk Side Support and Resolver/Application Support performance. Surveys identify locations and departments with opportunities for improvement in service and customer satisfaction. Survey results identify areas of strength and areas needing improvement in knowledge, professionalism, ability to understand customer's problem, response time, follow-up, satisfaction with resolution, service ticket closeout process, etc. Annual trend graphs measure performance progress.

A local newspaper selected Quantisoft to conduct a municipal opinion survey to gather opinions of Verona, NJ residents about a wide range of municipal services and the city government. Survey sections included Municipal Quality of Life Services, Municipal Safety and Health Services, Schools, Municipal Government and Public Issues. The objective of the survey was to provide the Mayor, Town Council and residents with a clear picture of how residents feel about these services and issues, and to provide information and insight for focusing on opportunities for improvement. The survey also identified municipal services and issues that residents were very satisfied with. Survey reports present resident opinions as ratings and comments for all survey respondents and for various demographic subsets of the population.

Separate surveys of professionals and their clients worldwide identified strengths, weaknesses, opportunities and threats facing the profession. Survey results identified ways to reposition the professionals to increase clients' awareness of their capabilities, improve the quality of their work product, and strengthen competencies of the professionals.

Quantisoft conducted a member opinion survey for a temple with declining membership, and preparing to conduct a search for a new Rabbi. Survey respondents included married and single members and teen age children. The survey was conducted to help temple officers plan for the future direction of the temple. The survey identified member opinions and desires about religious services, social programs, selecting a new Rabbi, the religious school, the temples communications with members, and other issues. Survey reports summarized the aggregate opinions for the entire congregation membership as well as opinions for each constituent group (i.e. results by age group, single vs. married, female and male, etc.).