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(Showing all posts labeled Engagement)

Romancing the Disengaged at Work and in Love

Romantic relationships and employee engagement have more in common than you might think.

Much of what sustains a couple in a happy long term marriage and relationship are the same qualities needed to have a healthy engaged team at work. In both cases we are dealing with people and their relationships. Couples who wed draw many others into their circle such as children, in-laws, aunts, uncles, cousins, family friends. Our work places bring together people from an even wider circle. They are al just people and like all of us, they al crave relational success, financial success, and healthy connections (we humans are hardwired for connection). We all want commitment, a sense of belonging, recognition, and to be valued. We want our partners to love us, while we want our co-workers and managers to respect and value us.  Read full post

Disengaged Employees Could Be The Best Thing That Ever Happened To You

And here's why-

If you get the feeling your employees just don’t care they probably don’t. But don’t take that the wrong way…this could be the start of something big, something new and something much, much better.

Disengaged employees are often easy to spot. The symptoms manifest all around you if you are careful to look for the signs. Disenaged employees don’t smile very much, they call in sick, they quit, waste time, don’t go above and beyond and very often turn away your customers instead of helping them. Sales might be down, productivity could be falling too.

A really quick and simple way to get a sense of what is happening can be found by asking one or two key questions
1. Are you proud to work here? 
2. Would you recommend working here to a friend?

 If the answer to either or both is no, you have three choices. Ignore the problem, hope HR can magically fix the problem or, make a change.

If you suspect or have diagnosed your employees as being disengaged we cannot stress the importance of digging and finding out why this is happening, and asking what is causing morale to plummet. At Insightlink it is our job to help companies ask these often difficult questions. Difficult by nature and also difficult to how to ask questions using the right words to get the answers you so badly need to know.   Read full post

What No One Wants You To Know About A Toxic Workplace

When work becomes toxic it is natural to feel powerless to do anything about it.

You may think because you are not the boss you are stuck but this could not be further from the truth.
You do not need a title to be a leader. In fact every one of us is a leader by virtue of the influence we have over the people we come into contact with. For example you influence your friends, your partner, your neighbors, your children and even your co-workers. As leaders with influence in our own circles, we have more power to influence people than we realize. In the case of a toxic work environment you can use your energy to shift toxic energy into a more positive direction simply by exerting your influence.


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The Key Driver Behind Customer Retention

 Is Extraordinary Customer Service

Extraordinary because it is creative, genuine and deliberate; the kind that is deeply rooted in an organization’s culture and its ethos towards its employees. Extraordinary employees deliver extraordinary frontline service; these are the employees who go above and beyond because they intrinsically believe in the company they represent. Employees will bring an organization’s mission vision and values to life if they are believe in the job they are doing, if they feel they are an integral part of the organization.

The Happy Employee Myth

Many organizations have based their entire philosophy on the belief that happy employees lead to more satisfied customers but our research shows this is only partly true. We found that often times employees say they are happy because they are content with the way things are, but that is often because of external motivators like perks and ‘presents’. External motivators can keep morale high and have a positive impact on employees' feelings of satisfaction in the short term, but they do not contribute to long-term satisfaction.

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What Drives Employees To Perform? Part 7

 As our 10-part series on engaging employees continues Insightlink's employee research found that by activating just 5 of 10 key engagement indicators,organizations can achieve higher levels of employee engagement and improve retention.

Robert Gray, President of Insightlink Communications says that, according to Insightlink’s Survey of the American Workplace, believing that the job you are doing makes good use of your abilities and skills is among the top 10 drivers of employee engagement. 

The good news here is that this is one area U.S. organizations do well since seven-in-ten employees agree that they are doing the job they are trained to do.

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What Drives Employees To Perform? Part 5

As our 10-part series on engaging employees continues, Robert Gray, President of Insightlink Communications identifies two key drivers of employee engagement according to Survey of the American Workforce, a recently completed national survey conducted annually by Insightlink.

Enjoying what you do was found to be the number one driver and the single most important motivator of job satisfaction in the US today. The 6th and 7th most important drivers were found to be Advancement and Learning.


Perceptions of career advancement opportunities are closely related to reward and recognition. Organizations with strong recognition programs acknowledge their employees’ efforts, while demonstrating an interest in their futures. Successful organizations understand the need to make strides in both of areas. In fact, 85 percent of organizations with a meaningful recognition program also provide employees with advancement opportunities.

U.S. companies on the whole, though, are not much better at career planning than they are at employee recognition.


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What Drives Employees To Perform? Part 3

In part 3 of a 10-part series Robert Gray, President of Insightlink Communications identifies the top 10 drivers of employee engagement according to Survey of the American Workforce, a recently completed national survey conducted annually by Insightlink.

Enjoying what you do was found to be the number one driver and the single most important motivator of job satisfaction in the US today. The second most important driver is Reciprocity. Provided here are the 3rd and 4th drivers of employee engagement: Communication and Momentum.


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Happiness is the Root of Employee Engagement

The secret is to know where to find it!

 I watched a video recently called ‘Take Care of You First’ that depicted a woman telling her daughter how hard it is to be a mother, a wife and a daughter because the messaging mothers get in our society tells them they must sacrifice everything for their families, even their own happiness. It’s not a particularly healthy message and as she explains to her daughter, everyone, even mothers, have a right to be happy.

What has this got to do with being an engaged or unhappy employee? The video shares a universal message that we can all relate to, it has to do with the understanding that no one else can make you happy, we each have to do it for ourselves.

The way to happiness is by taking responsibility for ourselves and we do that by taking care of ourselves.


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Daniel Goleman Responds to Gallup's Q12 Data on Employee Engagement

Gallup recently reported that only 30% of employees surveyed in their Q12 Engagement Survey are engaged at work. Meaning that most companies aren't getting their best out of their employees, and those same employees are not motivated to perform well. They're either tuned out or burned out. Daniel Goleman argues that the remedy isn't simply finding new managers to motivate teams, it's about committing to continuous improvement for all employees throughout the organization.

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There's Only One Way To Find Out How Good Morale Is In Your Company

 Ask the people who work there!

have fun at work meetings

January 2016.A time for new ideas and new plans.

If you are looking to break with tradition and get a fresh start, why not start with morale. Your foundation is built on it after all. If it is strong you are probably going to have a blockbuster year. If it stinks then next year could be bumpy or worse.

There is only one way to find out how good morale is in your company- you have to ask the people who work there.

Companies are notoriously good at analyzing sales and other aspects of their business but many fail to see or realize the benefit of analyzing morale. Which, when you consider that every business relies on its people to succeed, measuring morale is serious ‘stuff’. Not measuring moral is akin to gambling when you are willing to take the chance that everything is okay. Instincts are good but the facts speak for themselves and they trump false impressions and misconceptions every time.

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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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Favorite Links

Engaged Employees Blog

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

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Makes 360 assessment surveys easy.