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4Cs Blog: Happy Employees = Happy Customers

(Showing all posts labeled Employee Surveys)



Top Reasons You Have a Turnover Headache

High turnover is a symptom your employees are struggling. Exactly what they are struggling with may be apparent or it may be a complete mystery. Either way, in order to even begin to address turnover, you have to know what is causing employees to leave.


The top 7 reasons that are most commonly identified in our employee research are:

1. Employees have more work than they can manage. They are simply worked to the bone.

2. Some employees are treated better than others. When one employee is allowed to work from home one day a week and no one else is, resentment is inevitable.

3. Employees don't usually work just for the money, but they do care they are being paid fairly. If they aren't, they will leave if a better opportunity comes along.

4. Work culture is strongly correlated with employee engagement and happiness, and research has proven over and over that employees don't work well in toxic cultures.

5. A bad boss drives good people away. People today expect to have a great manager.

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How Employee Surveys Can Predict Your Turnover Rate

Can An Employee Survey Predict Your Turnover?

With the right questions and the right analysis, absolutely yes. Insightlink's Loyalty Matrix reporting can show you. 

Knowing how many of your employees are likely to quit in near future (and what is causing their unhapiness with the job) can be an invaluable tool in helping to reduce expensive employee turover. 

Using our Loyalty Matrix analysis we can segment your employee population into four distinct groups. 

Take a short demo survey here to learn how.

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What Are The Main Drivers Of Job Satisfaction In The U.S.?

AKA What Makes American Workers Happy?

Each year since 2001 we have conducted an annual survey of the American and Canadian workforce. In total, we have collected employee satisfaction data from more than 30,000 workers across many industries. From this very large sample we run a drivers analysis to find out exactly what it is that motivates employees and leads to higher levels of job satisfaction.  Here are the results:

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Traditional Employee Surveys are Still the Gold Standard

When it comes to employee surveys, a common question from prospective clients is ‘How often should I survey my employees?’ It used to be organizations relied on an annual employee survey to collect feedback but in our world today, big data platforms embrace micro-surveys on every topic imaginable including where bet we work. Ever since employee engagement became a buzzword, employee surveys have moved from being an annual event to a sometimes weekly and even daily event.. Do we ever get tired of surveys? You bet we do!

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Yes, Anonymity is VERY Important for Employee Surveys

One of the most common questions we get at Insightlink when talking with prospective clients is: "How do you guarantee anonymity for our employees?". We have a well-defined policy for doing that and we take that responsibility very, very seriously. You might think that every company would take the anonymity of employee surveys just as seriously as we do (and trust us, employees certainly do) but recent experience would suggest otherwise. Our Operations VP just published a LinkedIN article on the topic here. It's well worth a read.

DIY survey tools have opened up a whole new world when it comes to survey technology, but the one thing they cannot do is protect a person's identity the way a 3rd party provider can. If HR and management have the keys to the survey, then they can access every response and know exactly who said what. Your employees are not stupid. They know that. And if they know that, they won't be 100% honest. 

Do yourself a favor. A 3rd party provider may cost a bit more than doing it yourself in-house, but the benefits of expertise and the critical requirement of anonymity is well worth the few extra dollars you might pay.

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Ways to Guarantee a Meaningful Employee Engagement Survey

Get Senior Management "buy-in"

It's critical to get management on board for any employee survey. If not, the risk is that nothing will be done with the results and employees will feel cheated; after all if they they were asked for their opinions and nothing changes, then what was the point? That feeling of being ignored is worse than not doing a survey in the first place. There's a tremendous amount of data on how organizations with high levels of employee engagement and satisfaction outperform their competitors financially, so there is a huge incentive for senior management to consider assessing the level of engagement in their own employees. 

Can’t convince your senior management to do a survey? Maybe they don’t realize that your employees’ ideas can result in cost savings and can improve your bottom line.

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Reasons Not To Blow Off Your Next Employee Survey

When you take an employee survey the expectation is that something is going to change and it will be for the better. But what if the changes don’t stick or just fail to make any real difference for employees? If senior management did not respond the first time, the survey won’t have much credibility if it runs a second time. But a second chance still matters because it is one more valuable chance to get employee voices heard so it is critical employees don’t blow it off.


Reasons employees will blow off a survey are varied. In our experience the most common reason is employees are worried they will rock the boat or there will be consequences if a manager finds out what their employee said about them. Fear exists in some workplaces so it is important that employee surveys - at least the data collection part - be managed by an independent third party. We know that there are plenty of "free" or low cost survey tools available that you can use to collect employee data internally. However, protecting employee anonymity - both in reality and in the eyes of your employees - is absolutely essential if you want to achieve the highest possible participation and if you're determined to get honest and reliable answers. Read how we guarantee anonymity here and why we believe it is a vital part of employee research.

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Employee Survey Critics Don't Want You To Know This

It is pretty tough to find out that your employees have harsh and negative feelings about you and the way you manage them. Most humans take that kind of stuff personally and sometimes it hurts.

In a perfect world communication would rock and everyone would feel valued and heard and, If communications were truly working as they should, then you wouldn't need to survey employees because everything would be out in the open. In a perfect world bosses would regularly walk up to their employees and ask how it’s going and they would know if they liked their work or not. Conversely employees would feel confident and reassured and would speak the truth; there would be no need for secrets and problems would be solved in a healthy way.

The reality is communications are tough for everyone and chances are if you are considering surveying your employees it is because you know you have problems. A survey won't solve your problems but it is undeniably the most logical first step in solving problems because it will expose the problems and the barriers you are up against so at least you have the basis for an effective action plan.

Don’t be Fooled by Employee Survey Critics...

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The #1 Reason To Do An Employee Engagement Survey

Employee Engagement hovers around 30% in the U.S. which means 7 out of 10 people hate Monday!

A statistic like that begs us all to wonder what is happening in our own workplaces and how many people are enjoying or hating their jobs. Sure you can ask around or you can take a guess but the only safe and sure way to know is to survey your employees. The only way to know what your employee think is to ask them about their jobs and where they work.

In other words, who’s loving it and who’s not.


That is the #1 reason to do a survey because you have to know what's going on in your organization if you want to make improvements. Disengaged employees  are going to cost you money by being less productive. And disengaged employees do not care as much about their jobs as other employees. They are not concerned with productivity, or even quality. This is because they are just putting in time and doing their job – and that’s it. They are not committed to you; they only care about earning a paycheck. They take less pride in their work, and this lack of pride leads to reduced productivity. Many of these employees though are not hardwired to be dissatisfied. They might be struggling because of the day to day issues they deal with in their jobs. If you could identify and fix these problems, our research shows you stand a very good chance of converting these unhappy employees into becoming your most loyal employees. Read full post

How to Tell if You're Taking a Confidential Employee Survey

Because if your confidentiality can’t be guaranteed, walk away.


Contrary to what some critics say, employee surveys can (and should) be confidential. In fact when searching for a survey vendor, confidentiality should one of the most important differentiators when you choose one.

The purpose of an employee survey is to hear from employees what is really going on…to get their honest input and insights about what it’s like to work for you. It might be hard to swallow but the truth often comes with a reality check. If you can’t promise confidentiality the survey will be a complete waste of time and money. Why would anyone bother otherwise?

Critics will say that ‘any culture that has to make a survey confidential in order to get people to talk is a broken culture to begin with’ are in denial. As humans we are often careful about what we say at work even if we love our jobs. We disagree with this negative attitude because we have seen employee surveys work. We have done millions of surveys and seen first-hand how a broken culture can be turned around and mended. The old saying ‘If you don’t measure it you cannot improve it’ could not be more true with employee surveys and if you really want to know what needs to be improved in your organization, an employee survey remains the best, most effective first tool for finding out what’s broken, and what needs to be fixed. Then, in order to know if your improvements are actually working, you have to measure them again. There is hope for any workplace that wants to make a change and be a place employees are proud to work for, it just has to be 100% safe for them to tell you what’s really going on.

A confidential employee survey not only honors free speech is protects it as well.  Read full post
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About

Insightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.



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Recent Posts


How to Use Benefits to Attract Top Millennial Talent

How Remote Workers Are Helping to Save The Planet

Top Reasons You Have a Turnover Headache

Improve Career Opportunities to Increase Employee Engagement and Reduce Turnover.

The Importance of Employee Surveys During Mergers and Acquisitions

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Advancement (1)

Commitment (9)

Communication (9)

Compensation (10)

Culture (45)

Employee Surveys (72)

Engagement (78)

HR Practices (25)

HR Technology (5)

Management (25)

Miscellaneous (3)

Mission/Vision/Values (3)

Motivation (33)

Performance Reviews (2)

Recognition (12)

Training (1)

Work/Life Balance (17)

Favorite Links


Engaged Employees Blog

HR ToolKit Guide to Employee Surveys
Good info on how to write surveys

Insightlink 360
Makes 360 assessment surveys easy.