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How to Manage Workplace Disruption During The COVID-19 Pandemic

As the COVID-19 pandemic spreads across the world, workplace disruption is inevitable. Some of the measures recommended to slow the spread of the virus are to observe social distancing and avoid crowded places. In this length, there is a need for organizations to send workers home and to adjust the workplaces to reflect these measures. Managing this disruption has been quite a challenge even to the most experienced of managers. If this has been an uphill task for you, read through for some tips on how to effectively manage workplace disruption at this time while still keeping productivity at optimal levels.

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Coronavirus Guidance for HR

CDC is asking employers to do all they can to slow Coronavirus

How should HR, supervisors and managers respond to these concerns? How it might impact their employees and what resources are available to help? To begin with:

  • Make sure employees who are sick stay home until their symptoms resolve. 
     
  • Encourage remote working if possible. Telework is a critical tool for reducing the spread of sickness by minimizing face-to-face contact, and maintaining business continuity if employees are asked to self-isolate or quarantine. 
     
  • Remind employees that work travel must be limited and/or restricted in some cases
     
  • Encourage employees to follow simple precautions to prevent the spread of disease.
     
  • Strongly encourage canceling or postponing large in-person meetings and events or using video technology instead of live gatherings.

Here are some additional resources for HR:

SHRM - Coronavirus Preparedness Plan

HR Executive - Coronavirus Communications

Entrepreneur - How Business Should Handle Coronavirus

 

 

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Can you tell the story of your brand? Can your team?

Now that we understand the value of onboarding, employee engagement and leadership, let’s turn to developing an effective tool that can help with all three – the brand story.

My goal is to have every company, no matter their size, get rid of their mission, vision and values statements.
 
WHY?
 
No one remembers them, and even fewer people live them and make decisions that affect the company based upon them.
 
Mission, vision, and value statements are words on a wall or letterhead that are taught to new employees on their first day of employment and then never reinforced. Companies do not use these statements as a compass when making corporate decisions; when laying out new policies or procedures or if they do, they certainly do not tie them back effectively to the original mission, vision and value statements.
 
 
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4 Small Things That Make a Big Difference in Employee Satisfaction

When your employees are happy, it results in your customers also feeling happy when they interact with your business. Employee satisfaction translates to better customer service, productivity, quality work and ultimately higher sales. You may be tempted to "think big" to maximize employee satisfaction, but the truth is, it's the little things that go a long way. These are the things that are often neglected. Here are four things you can do for your employees to boost their morale: 

1. Facilitate a Sense of Autonomy 

According to a Gallup poll, what employees care most about is having freedom from micromanagement. Although many employers think employee morale is solely tied to salary, the truth is, fostering a sense of autonomy in employees may achieve better results at less of a cost. Allowing employees to manage their own time and complete tasks with minimal oversight makes them feel more motivated to achieve. 

2. Alleviate Commuting Stress

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Can You Be a Friend and Still Be The Boss?

While it’s essential to build solid bonds with your team, defining areas of respect, authority and productivity can be challenging when navigating the line between boss and friend. Instant Offices looks into the implications and shares some tips on how to be a boss and a friend.

The idea of friendship applies as much to our personal lives as it does to our professional ones. In fact, Maslow’s hierarchy of needs places a sense of belonging right up there with some of our most basic human needs. Studies conducted by Gallup, show having friends in the workplace makes you more engaged and happy, and that companies enjoy higher profitability and customer loyalty when friendships among colleagues are common. But how do you navigate the fine line of being a friend who also has to set boundaries as a boss?

Can Bosses and Employees Be Friends?

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Time Management That Could Help Your Grow Your Business In 2018

“How can I manage my time better?”, is a question that crops up with alarming regularity. For entrepreneurs, this can have serious implications on their business – luckily there are steps they can take to prevent a productivity gap from opening according to Instant Offices.

Bryan Hunter, head of digital marketing at Instant Offices says, “It’s important to think ahead, and to plan day-to-day operations. In business, you are constantly overloaded with information and deliverables, while managing people, so interruptions are inevitable. At Instant, prioritisation is key because the company is growing so quickly – when you focus on completing what’s the most important, pre-planned task, it allows you to avoid interruptions or unnecessary distractions.”

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How To Eliminate Passive Aggressive Behavior In Your Team

Employees who complain openly and freely are often referred to as ‘squeaky wheels’. They make their dissatisfaction no secret so you know who is unhappy and what the issues are. But what about the employees who don’t speak up? How do you know what, if any, struggles or issues they might be experiencing?

As employee researchers, we tell our clients that one of the key reasons for doing an employee survey is because it gives everyone a chance to express themselves so you aren’t just listening to the squeaky wheels. You actually get to hear what everyone is really thinking.
And that is important because employees who don’t speak up could be seething inside and what you may discover is that they are acting out in passive aggressive ways that have serious consequences in workplace settings. 
By definition passive-aggressive behavior is the indirect expression of hostility, such as through procrastination, stubbornness, sullen behavior, or deliberate or repeated failure to accomplish requested tasks for which one is (often explicitly) responsible.

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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...

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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.

 

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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.

 

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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 Can Small Businesses Get Through Tough Times

How to Manage Workplace Disruption During The COVID-19 Pandemic

Now Is Actually The Perfect Time To Measure Employee Engagement

Six Tips for Keeping Your Team Connected While Quarantined

Boosting Employee Productivity During Remote Working

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

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