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4Cs Blog: Happy Employees = Happy Customers

What You Need to Know About Boomerang Employees

With this boomerang trend on the rise, it’s more important than ever for organizations to create a culture that engages employees – even long after they’ve gone – and organizations should consider how the boomerang employee factor should affect their off-boarding and alumni communications strategies for top performers.”

• David Almeda, chief people officer, Kronos

The number one reason people quit their jobs is for a better opportunity so bosses, relax.
Despite the commonly held belief that it’s all your fault, our research shows that over 40% of employees leave for better opportunities and only 15% leave because of a bad boss. In fact, Millennials are quitting at a rate of every two years making job-hopping the norm, but chances are very high this younger generation is more likely to boomerang back when they realize what they’ve missed. In the past almost 1 in 2 companies had a policy against re-hiring former employees but that’s all changed according to new research.
In the first study released in the Employee Engagement Series commissioned by The Workforce Institute at Kronos Incorporated and WorkplaceTrends.com, survey data shows a changing mindset about hiring boomerang employees.  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

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

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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The Inside Scoop on Designing the Best Employee Engagement Surveys

Most employee surveys are too off the shelf, too short and too impersonal to uncover what’s really going on.

Surveys that brag about being only 10 questions long miss an opportunity to get the details and story’s behind the answers that can often be the most compelling and valuable parts of the whole survey itself. There is a misconception that longer surveys are a waste of time and employees rush to finish them. At Insightlink we know this is not the case and in fact find the opposite to be true. We find that employees like to be asked for their opinions and once they start a survey they finish it 95% of the time.

Open-ended questions give employees the chance to put into their own words what is happening and these stories reveal the truth about what is really going on. The results of an employee survey can sting and cause egos to blow but, if approached with an open mind, they can be a liberating experience where senior management will finally know what the problems are instead of wondering or denying they exist.


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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 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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Does Your Company's Job Page Scream

'Work Here'? 


With the plethora of hours, manpower and money that goes into a company’s recruiting strategy and process, it’s safe to say that hiring the right candidate for a position is a top priority.

 And it’s no wonder. Harvard Business Review estimates that nearly 80 percent of employee turnover is directly related to poor hiring decisions. And the price to replace said poor hire, a whopping two-and-a-half times that person’s salary.

 While many pieces go in to the recruiting puzzle — including sourcing, attracting, interviewing, selection, negotiation and hiring — a crucial piece lies in your company’s job page. If you’re not sure if your company’s career page packs a punch, read on to learn how to help your job page stand out to potential candidates.


Show ‘em what you got


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What Drives Employees To Perform? Part 8

Ths post marks the end our 10-part series on engaging employees with a focus on the 10th most important driver, and one of the key secrets, to achieving higher levels of employee engagement and improving retention.

Robert Gray, President of Insightlink Communications says that, according to Insightlink’s Survey of the American Workplace, many employees agree their organizations could do a much better job fulfilling their mission, vision and/or values. According to research only 6 out of 10 employees agree that they are fulfilling their mission, vision and/or values suggesting this is an area of reall opportunity.

Mission and vision statements provide purpose, promote shared values, establish behavioral standards and maintain employee focus on organizational strategy and direction. (Mission and vision often used interchangeably.)


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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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