Anonymous or Not?

How many times have you taken a survey for an organization you have or are working for? Was the survey conducted with an online database or was it standard pen and paper? What were your thoughts about your individual responses? Did you feel that your responses would be tied to you specifically? Continue Reading →

Linking Business Execution, Sustainability and Engagement

feedback1A key driver of successful business execution is sustainability.  Loss of essential employees needed to achieve key strategic goals can impact organizational success.  I came upon a definition from Successfactors that describes sustainability as the means for making sure that key talent is engaged and fully committed to the company and its strategy.  This also requires that organizations develop processes to predict, manage and minimize employee turnover.

A global hospitality client of ours understands this link and developed employee survey processes targeting frequent feedback around engagement and exit management. Information learned through these valuable survey mechanisms is used to transfer knowledge across different segments of the workforce.  For example, segmentation of key talent is utilized to assess engagement levels and hold managers accountable for targets and action plans tied to organizational strategy.

Sustainable performance is a leading indicator for great companies.  At some point, every employee will leave an organization.  Establishing business processes to avoid preventable turnover and ensuring consistent operations in the face of workforce changes can help engage employees and reduce turnover.  The successful executive of business processes, such as employee survey programs, will help HR widen its focus toward creating talent management processes that help the workforce deliver strategic, successful business results.

What Good is a Survey Without Action?

Often, organizations spend so much time in the planning phase of a large-scale survey program sweating out all the many details of the survey launch itself that they forget to save some time and attention focused on the results.  What good is a survey if you don’t act upon the results!

If you want to improve employee engagement, customer satisfaction, increase market share, etc., you need to follow through with actions.  Senior management support is critical for any action planning initiative to be successful.  At every level, management needs to make sure that teams and work groups have the authority and the resources they need to understand the issues identified in the survey results.  When everyone is involved in analyzing, prioritizing and developing action plans, it’s a best practice for survey success focused on improving employee engagement and organizational outcomes.

TNS Employee Insights Attends HRMAC Summit 2013

HRMAC LOGOOCTOBER 22, 2013 – It’s that time of the year again for us to attend the annual HRMAC Summit in Rosemont, Illinois.  HRMAC, Human Resources Management of Chicago, is the largest consortium of human resource leaders in the Chicagoland area.

The HRMAC Summit is designed to enhance understanding of key issues impacting human resources operations and to provide insights and resources to help HR leaders become a more effective.

Now in its 16th year, HRMAC Summit is the place to connect with Chicago area HR leaders. HRMAC Summit is the opportunity to network with hundreds of HR professionals from across the Chicagoland area and beyond.

Not only does HRMAC Summit offer the opportunity to make new connections but it also conducts four dynamic educational sessions to help HR personnel develop new strategies for dealing with daily issues.

If you are going to the HRMAC Summit, stop and see us at Booth #306. See you there!

Engagement Tops the List for Keeping HR Up at Night!

clockAccording to a recent survey conducted by Human Resources Executive, ensuring employees remain engaged tops the list for the second straight year in a row as the number one issue.  Yet, when asked how much time these busy HR executives spend focused on engagement, it’s only 26% of their time.

Other top issues for busy HR executives were development of leaders and employee retention.  It’s interesting that these two issues are also keenly related to engaging people.  Perhaps it’s time to dust off the existing engagement survey program, move away from the traditional biennial or annual approach toward more frequent employee feedback.

Continue Reading →

2 Perspectives on Respect are many reasons why an employee may perceive or experience a lack of respect in an organization. Perhaps an employee feels the manager speaks condescendingly to him or her. Maybe some employees see that they are systematically excluded from team meetings that they feel they should be a part of. It’s possible that an employee is used to certain culture of respect at a former organization that is not as apparent in his or her current organization. Whatever the reason, there seems to be a disconnect in perceptions of respect at work based on one’s status in the company. Continue Reading →

Sexism in the Workplace: Consider the 2013 Oscars

If you happened to catch the Oscars recently (or even if you didn’t you probably couldn’t avoid reading about it online) you should know something of the debate occurring over this year’s host, Seth McFarlane’s choices about joke material. The problem many saw with his hosting style was that his focus on gender differences went too far. However, some pointed out that the biggest problem with the 2013 Oscars is that many did not even notice the sexist nature of Seth McFarlane’s jokes until after someone pointed them out. Continue Reading →

Sources of Performance Information

Are you interested in re-vamping or creating a performance appraisal process for employees? The performance appraisal process is a tricky one that involves a great deal of planning and thought. Moreover, no performance appraisal system can be perfect so leaders in organizations tend to be on the look for the latest trends and best practices in the field. While I may not be able to provide a fool-proof answer to all performance appraisal problems, I can share some tips on choosing sources of performance appraisal feedback based on my studies.

To begin with, consider: who should have input when rating an employee’s performance at work? The supervisor? A subordinate? A peer? Oneself? The following are a few advantages and disadvantages to obtaining information and ratings from these sources that should help managers decide which sources would be most appropriate in their organization. Continue Reading →

Cultivating Employees as Brand Ambassadors

Note: for more on this topic, tune into our upcoming webcast with LinkedIn Talent Solutions on January 29.

Author: TNS Consulting and Marketing Team

We’ve already established the reasons why it pays to engage employee connections and company followers on LinkedIn. You can do some of that yourself, but in reality you’ll get from 0 to 60 much faster if you partner with your employees. Your brand, whether corporate or employer, is no longer about the message you control, but rather the authentic experience you deliver.

A recent analysis by TNS offers the top drivers of employer brand ambassadors to deliver the brand promise, or what people expect from every interaction with your company: Continue Reading →

Survey Struggles

When assessing employee satisfaction it is important to be very cognizant of how to do so successfully. That is, it is easy to unintentionally measure something that is unrelated to workplace satisfaction. For example, merely asking employees if they liked a recent training program is not nearly as useful a question as asking how many times they used something they learned in the training program in the last month.

The first step in understanding employees’ perceptions is to know what questions to ask in order to elicit the most accurate responses possible. Many leaders in organizations attempt to create a quick survey in house to give to employees, but often times obtaining inaccurate information based on a poorly constructed survey can be waste a company time and money. Continue Reading →