Employee Engagement and Customer Engagement Connection (Fig. 1)
Posts Tagged ‘employee engagement’
Outsourcing Inspiration: How Customer Feedback Creates Meaning at Work
Wednesday, August 3rd, 20113 Common Causes of Employee Disengagement
Tuesday, July 19th, 2011Our 2011 Employee Engagement study is currently in the works and we are so excited to share the results. We’re uncovering some unexpected trends, surprising findings and best practices we might not have predicted.
Eco-Friendly Ways to Boost Employee Engagement
Tuesday, July 12th, 2011
Too often, employee engagement is seen as little more than an added expense—many equate employee engagement with higher spending on benefits. This doesn’t have to be the case. Our research has shown that many employees simply want to feel that their work matters—that what they do makes a difference. This feeling can be achieved on both an individual level, by thanking each employee for their hard work, and on a company-wide level, by rallying the troops for a cause.
Common Characteristics of Brand Ambassadors
Tuesday, May 31st, 2011Customers do not build a passionate connection to a company through company policies, customer service procedures, or name badges. Because customers are people and people do not connect to buildings, signage or inanimate objects, they connect to other people. And when they feel a positive connection to a person they begin to feel warmly toward the company they are doing business with.
HR Practices to Boost Employee Engagement and Customer Engagement
Tuesday, April 19th, 2011Best Practices to Boost Employee Engagement and Customer Engagement ~ Employee Engagement is central to long-term business success. Excellence in organizational and Human Resource practices results in higher levels of retention, productivity, and better service quality. Unfortunately, few companies are successfully engaging their employees. Research shows that 84% of employees plan to look for a new job in 2011; that’s no surprise, when only 27% of employees are actively engaged on the job. An unsteady job market may have been sufficient in retaining employees over the past two years, but this is no longer true. It is imperative to take targeted actions to ensure you hold onto your best talent.