Timing isn’t everything in employee engagement research, but it’s definitely important to consider. The best time to send out employee surveys varies according to each organization’s culture, history, and goals. If your firm has never conducted research before, an initial wave of surveys will set a starting point for employee engagement and any other factors you may choose to measure. As the results of this first survey will serve as a compass for future research, it’s a good idea to include as many employees as possible. Create a specific, generous time window for returning the surveys. A reminder email in the middle of fielding the survey will help garner additional responses. After your first round of research, your action plans, among other factors, will dictate when to survey your employees. (more…)
Archive for the ‘employee feedback’ Category
5 Tips, 3 Approaches for Encouraging Peer-To-Peer Recognition
Monday, October 19th, 2009In his book The Rise of the Creative Class, Richard L. Florida highlights the factors that motivate creative workers like programmers and scientists. One of his conclusions is that increasing numbers of modern workers are motivated, at least in part, by peer recognition. This is why, even in today’s rocky economic climate, many people are willing to work for free on projects that they feel will win the respect of their peers. Fortunately, progressive managers are beginning to recognize the power of peer-to-peer recognition.
Thoughts on How Customers See your Employees
Wednesday, August 5th, 2009
When a customer interacts with one of your employees, what emotions do they have after the experience? That may seem like a rather touchy-feely question, but in reality, your customers often rely on their emotions to determine who they do business with. They may not realize it, but they are far more likely to return when their last interaction with your business left them with a happy, excited feeling. This dictum applies to both B2B and B2C firms. A Engaged Customer is almost always a happy, loyal, passionate customer.
25 Staff Appreciation and Recognition Ideas that Won’t Break the Bank
Friday, July 31st, 2009
Employees are the heart of any business. Disgruntled or apathetic employees can suck the energy out of the sales transaction they perform. On the other hand, engaged employees pass on their enthusiasm to customers. In fact, customers are more likely to become engaged if they are served by passionate employees. In other words, Engaged Employees are a boost to any business’ bottom line. Yet most office environments inspire apathy, not excitement. As psychologist Tom Muha recently wrote in an article for The Capital, recent polls show that “only 29% of employees in a typical company are actively engaged in their job.” Fortunately, you don’t have to spend a lot of money to boost employee engagement. Affordable staff appreciation activities can boost engagement, partially through relationship building.
Using Customer Engagement Management to Create a Culture of Accountability
Wednesday, July 29th, 2009
In their song “Won’t Get Fooled Again,” The Who expresses the common view of management in the line, “Meet the new boss, same as the old boss.” Most employees see their employers as just another authority figure to follow. In this Pavlovian system, the employer uses carrots and sticks to motivate the employee to work. Employees work because they need payment and benefits (carrots), and/or because they fear what will happen if they lose their jobs (sticks). However, some education and business organizations are moving beyond this classic approach, instead opting for systems that allow management to act more as guides who help employees exceed their own goals and expectations.