4Cs Blog: Happy Employees = Happy Customers

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.

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.

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:

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.

5 Ways to Increase Accountability for Remote Employees

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.

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!

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". 

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.
Enjoyment

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.

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 study 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.

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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