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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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4 Industries With Untapped Potential For Women

 

Gallup found that only 25 to 31 percent of employees are engaged when working with a male manager. Meanwhile, research shows that employees who work for women managers are more engaged than those working for men. Meanwhile, 35 percent of those who work with a female manager are engaged. The research shows female managers are more likely than male managers to encourage their employee's career development and are more likely to check in on their development.

  

Cyber Security

  

The cyber security industry relies on constant evolution and innovation to stay ahead of malware threats and data breaches. A diverse and talented team of leaders are crucial to cyber security's success to bring new ideas to the table. Yet women in cybersecurity only make up 11 percent of the workforce. Numerous studies and research finds that women are more empathetic and flexible and have stronger interpersonal skills. These qualities translate into an inclusive, open consensus building leadership style. That type of communication and openness to ideas can directly impact the cyber security industry and open the doors for a new standard in cyber protection.

 

 

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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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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.


Advancement

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 4


As our 10-part series continues, Robert Gray, President of Insightlink Communications identifies the 5th top driver 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 5th most important driver is Reward and Recognition and this it turns out, is the one nearly every employer blows. Fewer than four-in-ten employees give employers high marks for reward and recognition.

Still, a number of employers understand the importance of awards and incentives that highlight, validate and value outstanding work. Such programs keep employees motivated and are effective methods of reinforcing corporate expectations and objectives. To this end, research suggests that formally recognizing between 5 percent and 8 percent of a workforce every week is the tipping point between a forgettable recognition program and one that becomes strategic to the organization.

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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?

 

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How To Convey Company Culture On A Jobs Page

 

With increased opportunities in working from home, an American economy that added nearly 300,000 new jobs in 2015, and an unemployment rate that has steadily been decreasing since 2011, potential employees are becoming increasingly selective in finding the right workforce fit. The values of a business are an important deciding factor, as a 2016 Global Human Capital Trends survey by Deloitte University Press found 82 percent of respondents believe company culture is a potential competitive advantage.

One of the first places candidates are exposed to company culture that may impact their desire to even submit a resumé is on a business job postings page. Here's how to positively convey company culture on a jobs page to get visitors interested and motivated to apply.

 

 
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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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How to Decide the Types of Tech Your Employees Need

 The business world has become increasingly technological. The newest generation of workers is especially good at using technology to maintain a work-life balance. Technology also enables your staff to work from anywhere and at any time, increasing overall productivity and employee satisfaction.

However, deciding what type of technology to provide your staff with can be a bit tricky. Too little may hamper your staff’s ability to perform and too much may distract them from the job. The following are a few items to consider:

 Start With a Good Smartphone 

There is more computing power in a current smartphone than was used to put the first man on the moon. This is the kind of muscle that you want your employees to have. A superior smartphone like the Samsung Galaxy S6 Edge should have a lot of processing power, a long battery life and a display large enough to get a variety of work done. To protect both your employees and your company, make sure the phone has security features like Samsung Knox, which separates personal documents from work documents. This lets you access mobile information without needing to break into your employee's personal account.

 

 
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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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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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