Employee Engagement Survey Used as Best Communication Tool

86089312_4When you think about conducting an employee survey, consider the benefits of it being one of the best and most significant communication tools you can use at your company.

Employee engagement surveys are not used strictly for collecting feedback. Pre-survey communications; advertising that the survey is coming, should relay survey goals, anonymity and post-survey findings. These communications should come from the organizations top leadership.

  • The first message should be that the organization’s leadership is genuinely interested in what employees have to say.
  • Each question on a survey should be examined thoughtfully to ensure they are consistent with the company goals.
  • Show where there are areas of strengths and weaknesses and communicate to employees how the company intends to change them.
  • On the survey, remember to ask about employee benefits. This may be the only time you can elicit feedback about them.
  • Employees should be able to share their thoughts without retribution when they voice their opinions – whether on an employee survey or in person. Does your company have a culture of trust? If employees do not trust the organization, they may not answer survey questions honestly if they fear retribution.
    Some employees think that online surveys are much less anonymous than paper, because they think their IP addresses will link survey responses to individuals. They must be assured by management that the data and feedback collected will never be singled out or individuals identified. TNS ensures that privacy and anonymity is lock-tight when using our online survey technology.

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Working from Home Not All It’s Cracked Up to Be

crowds Boy, what a luxury job to work from home in your pajamas every day! You never have to leave your house, deal with traffic, wasting gas, noisy coworkers, etc. You can operate just as easily as you can from your home as you do in the office – provided you work on computers for a living. It’s funny that many of us have dreamed of this kind of working situation as the ultimate working condition, but there’s a slight downside, and it’s called isolation. Most of us humans still need to be in contact with real people once in a while. If you are locked up in the house day in and day out, you’re bound to go a little stir crazy or get cabin fever, regardless of the weather. One of my colleagues who works from his home office in Michigan for the past 3 years, just recently announced his resignation, and only because he wanted to work in an office again with real human interaction. (He lives in Michigan so he needs to work there.) He reported to me that his wife comes home from work and wants to just sit down and relax, but he wants to get the heck out of the house. Continue Reading →

Tip 1 – Get to Know Your Employees

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Intro: This blog is written to further elaborate with my own views on the  “8 Tips to Engage Your Employees” booklet written by our experts.

“My supervisor cares about me as a person.” Our research shows that highly engaged employees respond favorably to this survey item by 83%, compared to 4% of the disengaged. I wish there was an item which states, “I can’t wait to get home each day so that I can talk to my loved ones about my work.” If this were an actual survey item, and if it were answered, “Strongly Agree,” then it leads me to think that the person does not confide in others about work or anything else to his or her supervisor. If one were to answer “Disagree,” to that statement, it might be an indication that he or she is satisfied with leaving work at work, and feels free to discuss matters with his or her supervisor without fear of retribution. What kind of a supervisor allows you to feel that way? The answer is one that cares about you as a person. At one time or another, most supervisors were subordinates too, so they should know how the shoe feels on their other foot.

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FREE 8 Tips Booklet Going Fast!

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This little booklet speaks to managers and is chock-full of great tips and stats that we at TNS Employee Insights have compiled to illustrate the depth and importance of engaging employees.

CALL TODAY! – No muss, No fuss!

888.726.8686

Or visit our website – www.tips.tnsei.com

Recipe for Great Leadership

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When it comes to leadership quotes, one site I recommend is Henrik Edberg’s 25 Great Quotes on Leadership. Thank you, Henrik for the leadership quotes you compiled on your site.

To quote Henrik, “One of the more fascinating topics of life is the leaders of history and how they shaped the world.” Imagine being any of our presidents of the United States, Vince Lombardi, Aristotle, Mahatma Ghandi, or Helen Keller, just to name a few.

What comes to mind when you think about leadership in the workplace? What qualities must a true leader possess? Is it someone who is handsome, charming and charismatic? Is it someone who makes persuasive speeches? Or is it someone who leads by example? If the people follow and do what is asked of them with a happy, healthy attitude, then there is good leadership. Do your people have a healthy attitude? What is that secret recipe for great leadership?

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WANTED: Personal Work Experiences

arguingIn an effort to understand how work-life affects society, it makes sense to begin by studying individual work experiences. I recently wrote an introduction on the topic of Occupational Health Psychology (OHP), which concerns the application of psychology to improving the quality of work life and to protecting and promoting the safety, health and well-being of workers.

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Rate Your Manager – Ho, Ho, Ho or Bah Hum Bug!

WorldsBestBoss_HollySo, how flexible are managers when it comes to allowing their employees time off around the holidays?  Are employees given flexibility to balance their work and personal obligations?

According to TNS 2013 global normative benchmark data, there’s a bit of difference between high performing organizations and those that don’t measure up to these ideal standards…

77% of employees in high performing organizations say that their managers support them in balancing their work and personal lives as compared to 69% in a typical organization.

As a manager, isn’t it time you celebrate your employees and their commitment to both you and their families – I vote, “Ho, Ho, Ho”!