Insightlink Home

Insightlink
Header Strip
Employee Surveys

4Cs Blog: Happy Employees = Happy Customers

(Showing all posts labeled Management)



How to Increase Employee Retention With Lean Management Principles

Employee turnover is accelerating, and it’s costing employers money. According to the Bureau of Labor Statistics, workers are staying with their employers for a little over four years. The average cost of hiring one new employee can range from $1,000 in services industries to as much as $5,000 or more in professional and manufacturing industries, according to Recruiterbox. This includes costs for in-house recruiters, third-party recruiters, advertising, travel, referral bonuses, sign-on bonuses and relocation.
 

To avoid wasting thousands of dollars every four years, one effective strategy you can deploy for increasing employee retention is lean management. These principles help you optimize your workplace and reduce your rate of employee attrition.

 

Lean Management Culture...

Read full post

Should You Quit if Your Boss Lies to You?

We recently heard a story that brought to light how one lie can erode your best retention efforts and send your best employees out the door.

A campus hire at a top tier company was overlooked for a special high profile meeting. When confronted, the employee's manager, who did not have the answer, chose to lie about it instead and explained she was not invited was because she was too new to her role. The employee discovered this was a lie because other new hires who had been in their role even less time had been invited. It was discovered that HR made an error and should have invited this employee and they were indeed sorry. The manager also apologized to the employee but the damage had been done. 


Up until this incident the employee was a dedicated, highly engaged member of the team with an unrivaled performance record. Being lied to her by her manager broke trust and now this employee feels let down…she will forgive but she won’t forget. If she leaves over this incident the company will end up losing a valuable new hire and their investment in hiring and training will be wasted. 


As it happens in most situations like this the employee will move on but what about the manager? What can you do when a manager lies?
In most cases, lies takes place because the manager tries to protect him/herself. The fact that fear drives deception does not excuse it, but complicates matters which is why if a manager lies he/she needs to understand why and what it is they fear so they can address their own issues and avoid harming relationships with the people they work with.

 

Read full post

What Drives Employees To Perform? Part 6

Autonomy Wins!!

As our 10-part series on engaging employees continues, we discovered that organizations can achieve higher employee engagement simply by activating at least 5 of 10 key engagement indicators.

Robert Gray, President of Insightlink Communications says that, according to Insightlink’s Survey of the American Workplace, we have learned that job dissatisfaction is not an innate characteristic, like height or hair color. In fact, data suggest that work environment has a much stronger influence over job engagement than personality. In the old nature vs. nurture debate, nurture–or work environment–wins.

One key aspect of work environment is the degree to which employees feel they have autonomy over their work which is the 8th key driver for achieving employee engagement.

 

Read full post

How Can You Tell If Your Star Employee Is Unhappy?

Keeping secrets is hard work because most of us are not very good at it; our actions often give us away despite our best efforts.


Clues

There are clues even before an employee resigns that something is not right. You may notice some detachment as the person subconsciously begins to separate themselves from their work and the people they work with. If their work has always been outstanding you may begin to see slight changes in quality. If they are typically involved with other team members they may begin to distance themselves and turn down invitations when they would have never missed out in the past. Perhaps they seem more secretive, they share less about themselves or are away from their desks more often, (which could signal they are making personal calls from another location and need privacy). Other signs include coming in later, increased dental and medical appointments to make use of company benefits, you might even notice they are dressing better and more professionally than usual.

Your doubts can also be confirmed by taking into account if the person was overlooked for promotion or if there was there a disruption in the company that might have made the person feel insecure i.e. Mergers and Acquisitions or Reduction in Force perhaps. Or did a good friend recently leave the company?

 

Read full post

Two Useful Calculators for Employers and Job Seekers

Cost of Living Comparisons

One of the biggest barriers to job mobililty in the last few years was a direct result of the real estate market crash in 2008. Let's say you lost your job in the big recession and after months of searching, you finally got a great job offer in your industry but that job was across the country in a new city. Fantastic, right? Except the home you bought in 2005 is now worth 30% less than when you bought it and you're underwater on your mortgage. How, under those circumstances, could you have packed up and moved across the country to take that great new job? It wasn't possible and it was a big drag on the recovery.

Thankfully the housing market today is a whole lot healthier than it was 7 years ago, so moving cross-country to take a new job isn't the impossible task it was back then. But there are still big questions that you have to consider. Even if that new job offers a higher salary, the cost of living varies substantially from city-to-city in the U.S. Living in San Francisco, for example, is a whole lot more expensive than living in Boise. Will that great new salary still allow you to maintain a comfortable lifestyle or will you be struggling to keep up? That's where the MoneyGeek Cost of Living Calculator can help.

Read full post

When Do Your Policies Cross The Line

And When is it Time to Re-Think Your Employee Handbook

 

Without trust you have nothing.

I don’t think that comes as a surprise to anyone. At work, trust is communicated in many ways but office policies are often the first line. When a new hire starts, company policies are the new rules, the guidelines for how everyone is supposed to behave at work. These are the rules managers are expected to enforce and make sure everyone is toeing the line.
It is one thing to have vacation day policies so that everyone is treated fairly, and those are policies most of us accept, but it is a brand new game when employers start keeping track of how often you use the washroom.


Keeping track of washroom visits is reminiscent of Big Brother but it happens in workplaces today. Perhaps some organizations don’t care what anyone thinks and would rather lose people then change their ways. They are their own worst enemies and good luck to them if that is their attitude. But there are probably some organizations that just haven’t connected the dots and who don’t realize they have high turnover and low productivity because their policies are breeding contempt in their workforce.
While we are strong advocates of employee surveys and research before you make that decision, we encourage you to evaluate your own employee handbook and make sure you are enforcing rules that are not redundant, rude or the root of serious distrust in your organization.

 

Read full post

How to Cope with Employees Who Hate Each Other

When Work is a Battleground


Trying to work with people who hate each other is damaging to the soul. Their negativity can infiltrate the minds and feelings of everyone they work with and, if left untreated, it could become infectious, spilling over into the lives of other coworkers and breeding an environment of discontent.

Instead of getting their work done effectively and efficiently, everyone gets swept up into the drama and then what?

What are the most common reasons employees hate each other?


In our research there are three main factors that repeat across the country and affect all industry types.

They are:
1. Employees with bad attitudes
2. Being unqualified for their job
3. Unwilling to take responsibility or “I get dumped on”

 

Read full post

Bosses Who Make The Difference

The Many Advantages of Working for a Highly Sensitive Person


As a leader, the greatest skill you can possess is the ability to earn, build and maintain trust. It may come as something of a surprise that the people best suited to be great leaders are those individuals who are known to be highly sensitive. In fact, some of the best leaders in business today, the ones who personify this valuable skill the most, are ‘highly sensitive’ people. In her article titled “8 Advantages Highly Sensitive People Bring to Business”, Sherrie Campbell celebrates the qualities that differentiate highly sensitive people from the masses and shares the reasons why they are the people you want running your business or being your boss or manager. In her own words, “An emotionally sensitive person is someone who creates environments in which employees are given the tools and resources to challenge the status quo, push boundaries and achieve growth”.


The 8 characteristics of these individuals who are known to make a difference include:
1. Emotional Awareness
2. Great Empathy
3. Dedication to fairness and justice
4. Leadership
5. Passion
6. Need time and space to themselves
7. Innovative
8. Generous

 

Read full post

What Kind of Leader Do You Want to Be?

Choose Your Own 'Leadership Footprint'

Statistically, our research shows that one reason people leave their jobs is because of a bad relationship with their boss. We also know that just because a person has been promoted to a leadership role doesn’t mean they are automatically equipped with the skills and knowledge they need to be a great leader or boss; it takes time. So how do you help your team become better leaders? In her most recent article titled, ‘What Kind of Leader Do You Want To Be?’ Rebecca Newton refers to a Leadership Footprint which combines the two most central components of successful leadership together - leadership intent (the kind of leader you want to be) and impact (the legacy you want to leave). Without question, making this a reality takes effort but in the process of using this footprint to guide daily decision making, sharing it with others, seeking feedback and being held accountable for achieving it, there is greater chance for succeeding and becoming the kind of leader you really want to be.


In this way, new and inexperienced managers, who are on their way to becoming great bosses, will be more mindful of their roles and responsibility towards their employees and will have a greater positive impact than a negative one.

 

Read full post

The Voice of Authority

The Connection Between Leadership and Voice

The sound of your voice could make you more powerful according to new research published in ‘Psychological Science’. Findings suggest that there is a strong relationship between acoustic cues and power, that can have significant impact on the way listeners perceive and behave towards the speakers. On one hand, the research showed that people in a position of power speak differently than those who do not but it also shows that we all have the ability to control our own voices so that we appear more assertive or authoritarian (this is also good for parents to know).

 

Read full post
(   1  2  3 )  Next »





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.



4Cs Blog Home

Recent Posts


Why Connecting With Your Employees Is Good For Business

How The 9-Box Grid Reduces Turnover

A Smart Way To Engage Your Employees And Reduce Turnover

Business Growth Strategies Tips To Improve Your Workforce Management

How To Diagnose Your Organizations Cultural Health

Categories


Advancement (1)

Commitment (7)

Communication (8)

Compensation (7)

Culture (28)

Employee Surveys (65)

Engagement (63)

HR Practices (20)

Management (21)

Miscellaneous (1)

Mission/Vision/Values (3)

Motivation (26)

Performance Reviews (1)

Recognition (9)

Training (1)

Work/Life Balance (10)

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.