2 Perspectives on Respect

http://www.sxc.hu/browse.phtml?f=download&id=479608There 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 →

What went wrong?

It is an inevitability that individuals leave their jobs. Sometimes leaving a position is a result of dissatisfaction with something within the organization (e.g., the manager, the hours, the tasks were too difficult/easy for the employee’s skills, etc.) and sometimes it’s a result of external factors such as a spouse’s job relocation or better opportunities elsewhere. There are many reasons why an employee may terminate his or her employment and often times this information is not well utilized by supervisors. Information regarding employee turnover can be evaluated to improve the work environment for current and future employees if leaders find that an organizational deficiency does exist. 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 →

Goals at Work

Do you ever take time to think about what kinds of goals you have at work? Does your employer encourage you to set goals for performance (e.g., SMART goals used to set objectives)? If not, goal setting within the workplace is something important to consider as it could help you to define what your priorities and values are at work. When you truly stop to consider it, your goals may not be what you had expected. Perhaps rather than hoping for a 5 out of 5 on your next performance appraisal, you actually hope to outperform others and advance through the company. Or, perhaps you hope to develop your individuals skills through rigorous learning experiences.

There are many types of goals at work that an employee can hope to attain. Learning goals, performance/outcome goals, normative goals (in which you hope to outperform your peers), mastery goals, approach success and avoid failure goals, and many more. Understanding the specific kind of goals employees hold regarding their work can help organizations understand how to better help their employees either attain these aspirations or form more productive goals.

Often times disengaged employees will form avoid failure goals in which they are just hoping to “get by.” Obviously employers would prefer employees to aspire to something more toward learning or promotion. Moreover, feeling encouraged to set one’s own goals at work allows employees to feel more in control over their jobs rather than at the mercy of others. Our most recent panel data shows that 65% of employees surveyed felt that they had some control over their work. What about the rest?

Do you establish some goals for yourself or do you primarily operate based on organizational objectives?



Grant, H., & Dweck, C. S. (2003). Clarifying achievement goals and their impact. Journal of Personality and Social Psychology, 85, 541-553.

TNS at HRMAC Summit NOW!

TNS Employee Insights is at HRMAC Summit today in Rosemont, Illinois. If you are already coming to the summit, please stop by booth 120. Christy Kessler and Mary O’Brien will be available to speak with you. If you’re not going to the HRMAC Summit, you can always call us at 847-726-4040.

Please Rate Your Transaction

How many receipts do you get back that ask you to go online and rate your experience as a customer? In the last couple of years there has been an increase in online customer surveys as a means to gather data from customers. Continue Reading →

Next Stop – HRMAC Summit 2012, Rosemont, Illinois


Come visit us at HRMAC Summit 2012 on November 8 th in Rosemont, Illinois!

TNS will participate in will be HRMAC (Human Resource Management Association of Chicago) on Thursday, November 8th at the Donald E. Stephens Convention Center in Rosemont, Illinois. HRMAC believes, “The role of human resources has never been more important to business success than it is today. HR leaders must have the knowledge, skills and agility to respond to changing demands from various internal and external forces and to meet the needs employees, shareholders, senior leaders and other stakeholders. SUMMIT 2012 examines the forces affecting business today and the role human resources can play in driving success.”

Attending the HRMAC Summit are Ken Pfligler, Christy Kessler, Mary O’Brien and Scott Spayd from TNS Employee Insights.

Continue Reading →