How to Steer Clear of Toxic Environments

toxicToxicity can happen anywhere at any given workplace no matter how small or large, or what industry. Where there is human interaction, there is potential for disappointment that can add up to unhappy employees. Unhappy employees tend to want to spread their misery to others, even if unknowingly doing so. The disengagement of such employees is off the charts. What becomes toxic is the spread of that unhappiness and others’ reaction to it.

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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 →

Online Employee Surveys

Organizations have many different options in how employee surveys are conducted. The medium that is used to collect data has become more vast. In the past, paper and pencil was the only option. Compiling data from paper and pencil can be more challenging considering the other available options. Online survey collection has become increasingly more common for this very reason. Continue Reading →

How does job satisfaction impact intention to leave?

Job satisfaction is the defined as the feeling that an individual has toward his or her work. We have all experienced both sides of the spectrum at some point in our lives. How did feeling dissatisfied impact your work? What were your feelings toward your job? Did you feel inclined to look for another job? Continue Reading →

Cognitive Interviews in the Workplace

Cognitive interviews are a method for gathering expansive information during survey distribution. While information collected through survey research is useful, cognitive interviews take the process to the next level. Cognitive interviews allow the researcher to understand how their survey may influence how respondents are answering survey items. Continue Reading →

Raters and 360° Feedback

The use of 360° feedback has continued to increase as organizations understand the value of using this assessment style. 360° feedback allows employees, managers, and the organization to gain valuable insight into one’s performance from a more varied group of raters. Performance evaluations tend to cause employees stress and anxiety. Although there are many reasons for this worry, most commonly, employees feel that his or her manager is out to get them. When 360° feedback is implemented, the presence of bias is decreased and no longer is the assessment resting on the manager’s opinion.

Is 360° feedback the perfect solution for performance appraisals? Like an appraisal system, there are flaws that should be understood by organizations and the organization should work hard to prevent inaccurate performance appraisals. We have all been in groups or work settings in which there seems to be one “odd man out” or one person that just does not seem to mesh will with the rest of the group. It is not that there is anything wrong with this employee, but there are differences in personalities. Unfortunately, this employee may be a target for poor performance evaluations.

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Avoiding the Survey Slump

Here’s a must read for all companies who have surveyed their employees in the past, gather the results, but don’t follow through with action planning, or a grand attempt is made in the beginning, but fizzles out as time wears on.

An excerpt from the article describes the “Survey Slump”:

“In many survey processes, a phenomena called the “survey slump” seems to set in somewhere between the delivery of survey results and the launch of the next survey. Organizations that conduct employee surveys on a regular basis know this time well. Excitement builds around the delivery of the results as managers look to see if their scores have improved (or declined). Everyone wants to know if the actions taken had any effect.”

Here is the article, “Avoiding the Survey Slump” in its entirety. Let me know what you think about it.