This could mean no one has yet done a survey on this company. You can help us by posting a survey on this company and encourage your colleagues to also participate.

We agree there could be more, depending on how deep and wide one wants to go but we believe these 28 factors that are carefully thought of is able to provide a comprehensive but concise coverage on aspects of the management which have an impact on the employees. Also, each factor is rated along two dimensions so there are in fact 2 times 28 so 56 factors.

There are several significant differences. 1), the survey is done by employees on a voluntary basis. 2), the surveys are done on line in an open forum with the results displayed for all to see. 3), this is real time employee survey results, not something done once or twice a year or even longer. 4), commissioned employee satisfaction survey can be tailored to the requirements of each company if needed, whereas this cannot be done on this website as the common survey factors applies to all companies. 5), not only you get to see ratings of your own company (provided there are sufficient inputs), you can also see the posting results of other companies of interest to you. 6), the scope of coverage is much wider than just the people management and practices arena.

That could always happen but the rating is a dynamic and open process. Unrealistic high or low ratings will not be supported by employees working in the company who knows what it is really like and they will respond in kind. It is also a question of numbers. 5% of unrealistic inputs against 95% other ‘normal’ inputs will not distort the results in a significant manner. Having said that, user inputs will be screened and we will remove the input if it violates the terms of use conditions pertaining to posting.

From another perspective, every day there are thousands upon thousands of survey/rating on products and services. How do you handle the results of the survey with both positive and negative inputs? As with all things, you digest as much information as you can then make your own judgment and you rely on the trust that those who provided the input are as fair and factual as can be.

This is a different spin to the ‘What if employee sabotages it by……” question. We have an email verification system in place to ensure that user is who they said they are and we discourage user creating multiple identify in order to post inputs. We also need to strike a balance between maintaining user anonymity to assure survey impartiality versus checking against dishonest postings.

This must also be viewed against the likelihood of this happening and as a percentage of inputs versus total inputs. We believe it is unlikely, especially if there is a sizeable total input; for a few such inputs to skew the results in any significant manner.

The data is as current as when the last input was done by a rater, which is accumulative over time.

The survey results are as reliable as the employees taking part in them. As with all surveys, it is a subjective perception on the part of the individual. Also the more inputs there are, the more credible the results will be.

As with a review rating on a consumer product, you do not usually take in everything at face value. You judge, recall past experience, compare, collect more information maybe, and decide. It is no different here. The point is, compared with before, you are now in a better position as you have more information about this company and you can focus on where to probe and find out more.

We believe this unique approach adds depth to the factor examined and reveals more information. For some factors, the descriptors on both the x and y axis may look similar but upon closer examination they will reveal a subtle but important differences.

Salaries information is tricky. Without the context it is just a misleading number. Say an Account Manager with Company A earns X dollars. If you are also an Account Manager but earn less than X dollars, does it mean you are lower paid? You can only know if you know the job size of the other Account Manager in comparison with yours. Job size is in turn determined by a number of factors. For example, the person could be leading a team of 5 Account representatives and handled 20 key accounts with turnover of 50 million dollars whereas you do not lead a team and handles 2 key accounts of less than 2 million dollars. In short, making comparison based on title and without the context of job size is misleading and could lead to unnecessary frustration.

Furthermore, to make comparison you need not just a salary number but relevant numbers such as is it gross or net salary? Is this annual base salary or annual gross salary? How is bonus factored in – at minimum, maximum or on target? Has tax and social contributions been considered? Different cities in one country could pay very differently for the same kind of position. You get the idea - each of this could change the answer as to who is better paid.

They can access the website just like any other users and they see what you see but not individual input on the various survey factors. However, companies can subscribed to paid service where they will have access to detailed data eg. Percentage distributions across four quadrants of each factor, but these are aggregated ratings and not individual rating. Furthermore, as part of our privacy policy, we do not reveal individual users input to companies for paid services but this excludes comments you choose to post onto the forum which is accessible to others

Organizations are complex and there are so many ways one can look at it. We strive to strike a balance between scope of coverage and depth. The 28 two dimensional factors used covers what would be to the majority of employee, aspects of the company when one think of what affects the overall employment experience. We welcome your suggestions and we will constantly review and add in new factors where relevant. Write to us at service@ohmonday.com