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.

The Psychological Contract: What is It and What Does it Mean?

A psychological contract is an unwritten set of expectations that exists between an employee and the manager.  When most employees undergo the hiring process, managers may make promises to new employees such as, “You will be able to advance here without any problem.”  Employees take these statements seriously and may think of such statements as promises for the future.  Therefore, when these promises are broken, employees lose trust in his or her manager and the organization. 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 →

The Toll of Faking Emotions at Work

For anyone who has worked in customer service related areas knows that faking emotions can be draining.  Sometimes our employers require use to display or control our true emotions. Chau, Dahling, Levy, and Diefendorff (2009) investigated the degree to which surface acting influences emotional exhaustion and ultimately turnover intentions.  Surface acting refers to people refraining from displaying their actual emotions.  Instead, they portray emotions that the job demands. Results of this study indicate that when employees decrease amounts of surface acting on the job, emotional exhaustion and turnover significantly decrease as well. Continue Reading →

High Turnover in Hospitality

The hospitality industry is a unique one that exists to serve customers in their recreational time. This time is often spent in the form of lodging and travel, amusement parks, cruises, and more. To best serve customers’ needs, there are a vast variety of employees that staff businesses in the hospitality industry from entertainers, to customer service representatives, to maintenance staff. Unfortunately, these employees tend to have a high turnover rate that has long been unexplained (Hinkin & Tracey, 2000). Continue Reading →

The Work Group and Employee Engagement


While catching up with a friend over Christmas, the topic of work came up. My friends and I are still relatively new to the workforce and adjusting to the vanished Christmas break and long hours spent at the desk. When talking about workload, one of my friends said to me, “Gail, you can handle working long hours because you actually like the people you work with.” Never before had I stopped and thought about this, but quickly my academic background made the connection to employee engagement. Continue Reading →

Why Does Employee Engagement Matter?


When we look at organizations, there are so many different components that comprise the relationship between employee and organization. It is hard to pinpoint the most important aspect the influences this relationship. The hottest topic is normally job satisfaction. Why is this? I believe that while job satisfaction is not “easy” to diagnose and solve, it is often used as a scapegoat for organizational problems. Continue Reading →

All Work But No Play

As jobs require employees to take on more and more responsibilities and work, employees can get burnt out very quickly. Long hours and lack of resources can leave employees feeling anything but engaged on the job. While organizations are not currently always able to give employees large wage increases, there are other options available to keep morale high.

The Ping Pong Table and Bags set setup in a storage area at the TNSei office near Chicago. Employees can take a break, have some fun, and team build at the same time.

One of the most effective ways to take all the work out of the workday is to provide employees with opportunities to step away from the desk and refresh themselves. This does not have to mean that the organization needs to take extravagant measures, however, something as simple as a group lunch out can provide employees with a break. Not only does this allow employees to eat away from their desks, but also it provides valuable bonding among employees.

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How Do Engaged Employees Help an Organization?


We often hear organizations talking about wanting to engage their employees or boasting that their employees are highly engaged. The real question is: why do we want engaged employees? What are the true benefits? Continue Reading →