021 310 54 57
consulting@hart.ro

CSS - Customer Satisfaction Survey

An Internal Customer Satisfaction Survey simply measures how satisfied internal customers or staff is within a department or team. In particular this survey measures perceptions and impressions of internal service, productivity, communication and responsiveness. An internal customer satisfaction survey is similar to an employee satisfaction survey but must be treated differently. The survey should be presented using the same survey methods you would use for an external customer survey, except that with an internal survey, all the customers and service providers are part of the same organization. External and internal customer satisfaction surveys focus more on direct product or service satisfaction, not overall job satisfaction like with an employee satisfaction surveys.

The internal feedback survey is used by HR / Management / Customer Service / Marketing / to draw out feedback from internal customers in order to benchmark internal customer satisfaction, to solicit suggestions for improvement, and try to identify trends related to performance.

Key benefits of CSS implementation:

  • Determine actual performance level
  • Determine the level of satisfaction required within the organization
  • Measure satisfaction level of internal customer with respect to needs and expectations
  • Identify improvement opportunities in work process
  • Develop action plans for better service.

Phases of the process:

  • Agreeing the themes to be assessed
  • Agreeing the survey content
  • Implementing a pilot survey
  • Refining the questionnaire (if necessary)
  • Deploying the final questionnaire via e-mail
  • Collecting data
  • Generating reports
  • Creating an assessment report with our recommendations
  • Developing action plans in line with your company's business objectives

Main themes to be assessed:

  • Quality of Communication
  • Quality of Service Excellence
  • Quality of Added Value Services
  • Effectiveness
  • Flexibility
  • Customer Focus etc.

Assessment Scale (We recommend a 5 point assessment scale)
1 – Almost never
2 – Sometimes
3 – Generally
4 – Almost Always
5 – Always

True GAP Analysis
This unique feature of CCi System offers the possibility for each respondent to answer to each question from the “current performance” point of view form the “expected performance” point of view. Therefore, the department assessed will be able to compare the current situation of it’s performance and what is expected from it, in that specific matter. The GAP between current and expected can be easily transformed into a development action plan.

Open ended questions
An unlimited number of open opened questions can be added, in order to gather qualitative opinions from the respondents

Sample of open ended questions:
What should this department START doing in order to become more efficient?
What should this department CONTINUE doing in order to become more efficient?
What should this department STOP doing in order to become more efficient?
What other suggestions can you offer in order for this department to improve the quality of it’s services? Etc.

Testimonials
Ovidiu Neagoe, Biz Magazine
There is no news to anyone that stress has made its way, slowly, from the beginning of the economic crisis, in all offices in the country. We could easily say that we are used to it. But you think you know yourself so well and you are able to identify with certainty what behaviors occur in fatigue and stress conditions at work? Well I had the same belief before taking the Hogan Assessments suite.
Irina Chende, Carrefour Romania
We worked with HART team in implementing several assessment centers over the time with the purpose to build plans for development and promotion. We appreciated the HART consultants flexibility, the professionalism shown consistently, the fast processes in implementation and the ratio between the excellent quality of the service and the fees. Moreover, the individual results following assessment
Ramon Grigorescu, Siemens
Eu sunt un psiholog organizational, angajat ca Recruitment & Development Manager in departamentul CP al Siemens Romania si, in ceea ce priveste utilizarea evaluarilor Hogan, pot spune ca am folosit Hogan Assessment Systems din 2008, si anume HPI, HDS, MVPI si integrat sistemul Hogan, ca parte a evaluarii noastre standard inainte de promovare pentru pozitii de top management si specialisti
© 2012 Hart Consulting. Terms and conditions | Sitemap
by Craft Interactive
Care to socialize with Hart?
Facebook Hart Consulting Twitter Hart Consulting LinkedIn Hart Consulting YouTube Hart Consulting