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(Showing all posts labeled Motivation)

How To Bust Boredom and Be The Change In Your Organization

 Do you or your employees feel bored at work?

Unfotunately many of us would answer yes.

Current reports reveal that boredom is running rampant not just in assembly lines but for white collar workers who ‘waste away, unchallenged and uninspired’ at their desks’. 

Sandi Mann from the University of Lancashire studies boredom and found that ‘ boredom is a condition that can be more stressful and damaging than overwork’. To help us understand boredom she explains that being bored at work does not happen because you have nothing to do. It happens because nothing you are doing appeals to you. 

What a terrible reality to think employees are coming in every day but checking out mentally because they feel no connection or derive any personal satisfaction from the work they do. And, what a terrible thing for employers as they watch morale decline and profits weaken.

Understanding what causes boredom is key to any positive change. We believe part of the process should include an employee engagement action plan to really get to the heart of the disconnection and understand what is causing employees to feel bored in the first place. Boredom is one of the key drivers of poor work performance, accidents, absenteeism, sleepiness, and stress-related health problems so it deserves attention in most organizations, including and especially offices. Read full post

5 Ways to Boost Productivity in the Workplace

Happiness makes people about 12 percent more productive in the workplace, the University of Warwick reports. That's no big surprise, but how do you make your employees happier so they’ll focus on their jobs and stay more productive? The answer isn’t really about offering tons of perks and praise, but a few simple tools and strategies to help them do their jobs well day in and day out. From social tools to empowerment, here are five tips to help you and your employees stay focused throughout the workday. 

Use the Right Tools

According to Microsoft, nearly half of employees report that social tools for business help increase productivity. Meanwhile, 30 percent of companies underestimate the value of these tools and restrict their use. Think back to when email was on the rise. What would your company be like if you didn’t embrace the communication tool? Open the door for more collaboration and communication with tools like Microsoft Office 365 and Yammer; not only will employees be able to collaborate quickly, the business can quickly scale as demands change.


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What Drives Employees To Perform? Part 2

In 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.


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5 Ways to Increase Accountability for Remote Employees

multitasking at work

When Yahoo CEO Marissa Mayer changed the company policy, banning work-from-home employment, it was met with ire from employees and consternation from business leaders. She cited accountability as a driving factor for the policy change. Notably, other large companies have taken the exact opposite stance, seeking remote workers in order to bolster their hiring pool.

The spectrum of opinions from the world of business shows that there are significant benefits to utilizing remote workers, as long as they have accountability practices integrated in the job function.

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Five Tips on Bringing The Office Outdoors and the Outdoors into the Office

The dot-com culture has changed the traditional brick-and-mortar workplace culture. There is something creative and energetic in the free flowing, open workspace atmosphere. Part of the dot-com appeal is the indoor/outdoor blend that harkens back to the days of a garage-based office with the door wide open. Getting your staff to enjoy some nature time can bring up productivity, creativity and job satisfaction.

Send Them Out

Much like parents with their kids, employers need to tell employees to go outside. According to a report from the Economic & Social Research Council (ESRC) through the University College London, the number one incentive to get employees to work outside is for the employer to repeat the instruction. Tell your staff directly that you want them to spend some time outdoors. Join them when you can. Offer technology like a ThinkPad so that productivity can continue even under a tree.

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Boost Your Career Through Travel Abroad

It is hard to know what sacrifices are worth making to get ahead in your career. Many people dream of traveling abroad, but fear that taking time off from their current job or from the job hunt will have a negative impact. On the contrary, time spent traveling has proven to pay dividends in both job growth and resume building.

Not all travel is created equal when it comes to your career, though. A week spent lounging on the beach of an all-inclusive resort in Mexico may reduce stress and make you a more productive worker but will probably not impact your career trajectory or impress future employers. Instead, consider travel that will broaden your understanding of other cultures and customs while challenging you to get outside your comfort zone. 

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4 Ways To Jump Start Employee Motivation

While you may think finding good employees is difficult, keeping them happy and fulfilled at you company is even harder. Employee perks are becoming more competitive industry wide, which means it's time for you to fine-tune your methods for motivating and retaining employees. Here are a few strategies to keep your employees around for the long haul.

1. Start a Mentor Program

The value of mentoring can easily get lost in our "me first" selfish culture, but its value should not be underestimated. Mentoring new employees can help them feel a greater sense of belonging, accountability and create an overall desire to succeed.

While you may want to pair employees in the same departments, don't. Instead pair new employees with a mentor in another department to help broaden their view of how the company works. Senior management and executives may seem too busy to take part, but they can be the most valuable mentors to new employees, especially those who are just starting out in their careers. Mentoring pairs do not need to meet very often, once every other week or monthly is sufficient. Just be sure these parameters are clear up front to get the most participation and value out of your mentor program.

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Making Manic Mondays Your Fun Day

And Conquering those Monday Blues

You might assume because we are an employee research company that we are dedicated to finding new and different ways to write about employee engagement. Well that is true but we also care about the people who work, not just about how they connect to their work. Instead of another article about engaging employees and increasing productivity, we want to focus on you and how you feel about your work. You really do come first, since without you there would be no employees in the first place!




 It's a New Day
 It’s the start of a new day at work.

 Without thinking too hard, are you happy about that or does going to work make you feel a little nauseous? Hopefully you are pumped about your job, but maybe you feel some queasiness and anxiety which definitely does not add up to happy. We are all supposed to look forward to going to work and feel passionate about what we do; work is supposed to be our chance to get back to doing what we love.

 On the other hand, if you are tired, feeling hopeless and are not happy going to work, you may be suffering the Blues. Monday Blues have, in particular, become a cultural phenomenon and while you might casually laugh them off to a colleague, they can be much more than a passing tiredness; they are a warning sign that something is not right at work. So the priority has to be to find out what is causing you to feel anxious, so you can take action to put a stop to it. In the meantime, you have to be aware how your mood is projected onto your co-workers. If you dread your job, for whatever reason, your mood will affect others in ways you cannot see or even realize, so tapping into some ways to make yourself feel better in the short term is a solution that could help while you try to figure out what is really going on.

Keeping your chin up when you don’t feel like it can be brutal but it’s worth a try and may even help to make your work day a tiny bit better. Since the week starts with Monday, try making Monday your focus by making it a great day.


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How to Choose the Best Employee Perks

Who doesn’t love a good perk!!

These days in an effort to recruit the best employees and keep the ones they have happy, many companies have found it vital to be able to offer the best perks as they strive to stay fresh and be seen as a desirable place to work. What we have learned is that unlimited free food, ping pong tables and other ‘neat’ perks do not guarantee employee engagement. They might make people happy but happiness and engagement are not one in the same. Perks can make employees happy and happy employees can be engaged but happiness itself is not the only measure of engagement, therefore perks may not necessarily make your employees more engaged.

What is the difference?

The difference between perks that make employees happy and those that increase engagement are determined by the value employees perceive in the perk. So it doesn’t have to big or costly, just perceived as valuable by the employees.
This is why we are so excited to share a perfect example of an organization that chose the right perk…Chieh Huana, owner of tech-company Boxed, has pledged to pay the college tuition fees for the children of his employees and plans to launch a not-for-profit foundation specifically for the project. His decision to invest in his employees stems from his goal is to build a long term business, which is built on a long term commitment from his employees.


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The Number One Reason People Quit Their Jobs

It’s interesting that marriages often fail for the same reason people quit their jobs. At work when our time and efforts are not appreciated or respected, we don’t feel valued or that what we are doing has meaning. Over time, we start not to care anymore. The same is true in our relationships with significant others, where the most common cause for divorce is a lack of respect, which, over time, also brings couples to realize that one or both simply do not care for the other anymore.
But this is not new news. We asked tens of thousands of workers to participate in our employee survey as part of our annual independent research project and found the same results. The number one driver of employee satisfaction is the level of reward and recognition they receive but employees are not getting sufficient reward and recognition where they currently work.

In an article titled, ‘The number one reason employees leave their jobs’, author Dane Hurtibise lists 7 ways to put respect back into the workplace:


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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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