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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TNS Floats to HRMAC Summit 2014 in Rosemont

 

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On October 23rd at HRMAC Summit 2014, we are taking part in a very special venue. Our CEO, Mike Schroeder will speak at one of HRMAC’S Industry Knowledge Sessions held during the show.

Industry Knowledge Sessions is an opportunity to present unique thought leadership content or a case study to the Summit attendees through a 30 minute information-based session.  This session is intended to be educational in nature and focus on industry knowledge through best practices or a client case study.

Since we just published a book on tips for managers on how to engage their employees, we found that the requests for the books were so overwhelming that we printed more and now want to present these very helpful tips at HRMAC.

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Mike will be presenting his session (C5) at 12:15 pm in Room 14.

Check in, Session Times & Room Assignments: All breakout sessions are located on Level 1. Please go directly to the room your session has been assigned (room changes may occur if necessary but will be prominently communicated via on-site signage).

Come see us at booth 320!

TNS Headed to Nashville for Leading Age Expo 2014

TNS-Tradeshow-BalloonOCTOBER 15, 2014 – TNS Employee Insights will attend the Leading Age Annual Meeting & Expo in Nashville on October 19th to 22nd.

The Leading Age Annual Meeting & Expo is about embracing managed care programs, implementing new technology solutions and developing housing with service models. Attending the show will be thousands of ALF (Assisted Living Facility) professionals who will attend 150 expert-led education sessions.

Our presence at Leading Age is to promote our brand and offer our services, specially tailored to this market. Our brochures specifically speak to the ALF audience, illustrating our understanding of their business needs.

TNS Employee Insights provides associate (employees) and resident surveys to help ALF businesses find solutions to problems.

If you are planning to attend the Leading Age Annual Meeting & Expo 2014, please find TNS Employee Insights at Booth 2013.

TNS Dance Card Full for October

TNS-Tradeshow-BalloonThis is our busiest season of the year for attending trade shows!

OCTOBER 2-3 – Our first stop is in Nashville, Tennessee at the Gaylord Opryland Resort and Conference Center to attend the HCA Human Resource Leadership Summit “Our Time is Now,” from 7AM to 11PM.  If you plan on coming, please come see us. Attending will be two of our experts in their fields. You’re going to want to talk to them!

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What to Do When You Can’t Go To Human Resources for Help

fire_breathing_dragon_by_sandara-d56vmyuSo, you say that your micro-managing boss is a fire-breathing dragon and on your back all day long? You feel like you’re being bullied and you’re this close to telling him or her off and quitting on the spot. But you’re not 16 anymore running back home to your folks announcing you just quit and will find another job next week. You’re much older now with a family to support, mortgage, kids in college, and bills up the ying-yang. Who loses when you walk off the job? Oh, sure, employers suffer having to rehire and spending a couple grand, but they will recuperate. You may not unless you are ultra-savvy in the job market and can snap up jobs quicker than Donald Trump can slip on another gold ring. The majority of us will suffer the consequences of such an irrational move as tempting as it is at the time.

So, walking off the job with a few choice adjectives mumbled under your breath is out of the question. Let’s go to human resources to air grievances! This is the logical and rational approach to getting issues resolved in a calm and democratic way. After all, isn’t that what the rule book advises? Most company handbooks will say similar things such as the following:

Right to Speak:

Every employee has the right and ability to raise issues of concern about the company or about the treatment of an employee confidentially, free from any fear of reprisal.

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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

TNS Employee Insights LIVE at ALFA 2014 Conference in Phoenix!

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If you happen to be visiting or live in Phoenix, Arizona, stop by and visit us at the ALFA 2014 Conference & Expo at the Phoenix Convention Center, Halls B-E on May 20-22.

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Employee Engagement Starts with You

http://www.sxc.hu/browse.phtml?f=download&id=1151651Last week, I wrote a blog about supervisors’ and managers’ responsibility for employee engagement and some psychology that goes along with it. There is only so much that employers and supervisors can do in order to ensure engagement, the rest is up to the individual.

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One-on-One Psychology Needed to Stimulate Employee Engagement

In my opinion, there are several different levels of employee engagement according to how one experiences his or her world. This coincides with several demographics as well, and not just age, tenure, race, work location, position, which are typically surveyed, but also maturity, heritage and family traditions, education and career aspirations, which reflect an individual’s personality traits. Survey items (questions) zero in on how groups of employees feel collectively about certain topics. Even though written comments are recorded and analyzed as well, they are not addressed on an individual level face to face with an employer. Even an item, “My supervisor treats me with respect and dignity,” is grouped with other employees’ responses.

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