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4Cs Blog: Happy Employees = Happy Customers

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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The Importance of Valid Survey Data

  At Insightlink, we live and breathe data. It's what we collect when we run surveys and it's what we analyze when we write reports. Without data, we'd all be looking for new jobs!

employee survey best practice

We often get asked by our clients how we can ensure the data from their surveys is accurate and valid. And it is a very important question. For employee surveys, however, the answer is a little bit different than for other types of surveys like politcal polls or consumer opinion surveys. In polling and consumer surveys, the data you collect is almost always going to be a small "sample" of the entire population. Sampling is a statistical method of obtaining representative data or observations from a larger group. In simple terms that means you want the small number to accurately represent the larger population from which they are chosen. There are many different ways to sample, with simple random sampling being one of the most common, so it's imortant to choose the right method for the purpose at hand. A national sample of as small as 1,000 people can be used to predict outcomes in a much larger population. You'll commonly see this on political polls. Will Donald Trump win the GOP nomination? The bigger the sample, the higher the confidence the poll will be accurate, and the smaller the sample, the higher the "margin of error". 

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What Drives Employees To Perform? Part 1.

The Top 10 Motivators of U.S. Employees

In a 10-part series, Robert Gray, President of Insightlink Communications, answers this question based on results from Insightlink’s Survey of the American Workplace. Through this annual survey, completed by thousands of U.S. employees, Insightlink has identified the 10 most critical influences on job satisfaction and can also show how well most companies are performing on these same factors. In this series, Robert will summarize each of these drivers and give practical direction on what action really needs to be taken.

It may sound obvious but the single most important motivator of job satisfaction is to enjoy the work that you do. U.S. organizations are doing okay on this measure – about seven-in-ten employees agree that they find their work enjoyable, although only one-in-four agree strongly about this.

“I love working with people. I take great pride and satisfaction in the work we accomplish. It seems to be of value and help to our clients. I feel part of something 'bigger' and 'greater' and love being a part of that.”

“The people I work with are all very supportive and have great attitudes, which in turn makes me feel good and reciprocate the same. My job allows me to do more than just the same thing on a daily basis, so I am never bored. I love the flexible work schedule because sometimes life happens and it is great to work with understanding people.”


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HR Tips for Handling Controversial Conversations at Work

There is no shortage of controversial topics these days — be it political, religious, racial or otherwise. Managers, human resources professionals and business executives alike are often faced with the duty of navigating the sometimes murky waters of facilitating conversations around these topics.

Though it’s important to ensure employees feel valued and comfortable to express their opinions freely, careful, thoughtful intervention on controversial topics is equally important. It’s also key that hard-to-discuss topics are dealt with professionally from an HR standpoint not only to avoid litigation, but also to ensure employee satisfaction, engagement and retention. As an HR professional, your responsibility is to keep an ear out for controversial conversations among staff in order to intervene and diffuse them before they escalate into potentially volatile situations. And remember, it is an employer’s duty to protect employees from abuse in the workplace...which can stem from controversial conversations.

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How To Make Sure Your New Hires Love You

Millenials, have earned a reputation for being loyalty-lite…..they may not be hard wired to quit, but they do not necessarily plan to stay with their jobs for the long term. This leaves companies and HR departments struggling to find solutions and ways to retain them as long as possible, so as to avoid the costly process of replacing them. In addition, millennials appear to have realized that that loyalty doesn’t necessarily bring rewards or even security in today’s fluctuating economy.

In fact, a recent stuyou're hireddy by PWC found that the number of employers millenials expect to have over their lifetimes has increased substantially over the past few years. One-in-four expect to work for six or more different companies in total and 54% expect to have between 2 and 5 employers during their working lives.

Although a high rate of millennial turnover may be inevitable, having a plan to offset it may help slow it and reduce its negative impact. Organizations can no longer afford to assume new hires should feel lucky to have been hired. Instead, they need to invest in their new hires to make sure they know how lucky you feel to have them. Employers can’t sit around and wait for new hires to "fall in love" with the organization. They need to monitor the onboarding process and check for signs that it’s supporting new employees. Recognizing and addressing problems when they occur will help create long-lasting and successful employment relationships.



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Morale is the Secret Ingredient to Increasing Employee Enagagement

Employees Feel it Every Single Day

If your organization suffers low morale, employees are going to feel it every single day. And they are going to express it every day in a variety of ways that ultimately are going to affect your bottom line. 
According to sociologist Alexander Leighton, "morale is the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose."
For your organization to thrive, it's essential to take the time to develop good morale.
Almost by definition low morale will produce unhappy employees. Instead of puling together, low morale will them apart…it eats away at employees over time. Once they start feeling they they are giving more than they are getting, their productivity will fall, they find new jobs and they quit, they start calling in sick more often, and bring others down by speaking openly and negatively. Working for an organization where morale is high feels great, but when it’s low it feels bad.

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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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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.

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Show Employees Appreciation And Retain Top Talent With These Five Perks

When asked about the most important factor in job satisfaction in a recent survey conducted by the Society for Human Resource Management, 72 percent of respondents agreed that respectful treatment of all employees is paramount. When considering your company's benefits, respect should be a common theme as well. Here are five perks to show your team that you respect them and value their hard work so you can retain top talent for the long haul.

Education Subsidies

Your employees' education doesn't just help them, it benefits the company, too. Encourage all employees to advance their skills with continued education. Whether it's taking a single class or earning a Master's degree or doctorate, your company should encourage employees to seek out more knowledge in order to get maximum fulfillment on the job. By subsidizing education costs, your employees can also feel more respected and valued.

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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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