4Cs Blog: Happy Employees = Happy Customers

(Showing all posts labeled Employee Surveys)

Employee Engagement: The Top 10 Strategies for 2022

Employee engagement is an critically important matter for most companies, yet not enough HR departments realize its potential for business success. If your employees are engaged, they are more satisfied with their jobs, more productive, and more loyal to you. It stands to reason, then, that they will treat your customers better and that will impact your bottom line. 

Steps in Conducting Employee Surveys

If you're planning an employee survey, here are the steps you need to take to get the most from the survey. In this article, you'll learn how to develop a survey plan, develop survey questions, and secure leadership buy-in. After that, you can proceed to data analysis. The next step is to determine the importance of the results. To do this, you'll need to determine how to communicate them.

Simple Ways to Predict and Increase Employee Satisfaction and Performance

It’s often said that a business is only as successful as its people. Along with employee retention, improving engagement and productivity in the workplace is now a priority for many companies, helping to ensure growth and success in the long term. But as the nature of our jobs and work environments changes, financial compensation alone won’t be enough to increase happiness and motivation. Now, businesses need to find new ways of improving employee satisfaction and performance, and here are some of the best methods for achieving just that:

5 Ways the Cloud Improves Employee Satisfaction

Your work environment and all of its processes are constantly evolving depending on your industry and emerging innovations. For a few years now, cloud computing has been at the forefront of all those changes, allowing businesses to adapt more quickly and to help their employees thrive. Cloud tech is known for its flexibility, reliability, and ever-growing security. Naturally, brands of all shapes and sizes are doing their best to maximize its use across the board.

5 Reasons Why DIY Employee Surveys Are Bad Practice

  I recently came across an article on Vox.com with an intriguing headline.

Jeff Bezos says 94% of Amazon workers would recommend their job to a friend.

Bullshit, I thought. In over 20 years of surveying employees on their job satisfaction we have never, ever encountered a score anywhere close to that high for that particular question. How on earth could Amazon then? Turns out it's not so rosy as it might appear. The number comes from an internal survey of employees, and Amazon, like many companies these days have decided to conduct the survey themselves in-house. The article goes on to explain it:

Amazon CEO Jeff Bezos recently said warehouse employees like working for his company so much that “94% say they would recommend Amazon to a friend as a place to work.” But some of his own employees aren’t buying that statistic.

The 94 percent number was gleaned from an employee survey program at Amazon called Connections, which asks Amazon employees to answer a single question each day before they can start working on their company computer or their warehouse workstation. Bezos cited the stat in mid-April in his final letter to shareholders as Amazon’s CEO.

But in interviews with Recode over the past two weeks, a half-dozen Amazon employees and managers, two of whom are familiar with the inner workings of the Connections program, said that many Amazon employees have widespread concerns about the Connections program and the accuracy of its data and insights.

There's a simple explanantion why Amazon employees have concerns. If this survey is being conducted by in-house HR, then it's not anonymous. And if workers believe they are being tracked and their responses are monitored by HR they simply will not be honest. As I wrote in a LinkedIn post a few years ago, anonymity is critical for the success of any  kind of employee feedback system. That's still true today, even with the proliferation of DIY survey tools out there, using a trusted 3rd party to conduct your employee survey is the only way to guarantee that you are getting accurate data.

The 4Cs Action Planning Workbook: How to Turn Your Employee Survey Results Into Lasting Change

"SOCQ" It to Your Action Planning

The 5 Questions You Need To Ask In Your Employee Survey

If you are doing any kind of employee survey, these are the critical questions you need to ask. More importantly, these are the target scores you should be aiming for. If you are close to or above the target scores below, congratulations, you have a highly engaged workforce with outstanding levels of overall satisfaction. You’re doing really well.

If, on the other hand, you’re below the average scores, then it’s almost certain that you have an engagement problem that’s affecting your organization’s productivity, customer service, turnover rates and, ultimately, your bottom line.

So how would your organization score on these 5 questions?

• How much do you agree or disagree that the work you do is enjoyable?
• How satisfied are you with the level of reward and recognition at your organization?
• How satisfied are you with acknowledgement of your work by others at your organization?
• How satisfied are you with your opportunity to make suggestions and be involved in your work?
• How satisfied are you with your ongoing opportunities to learn new skills and grow?

What is the ROI from employee engagement?

We often hear from new HR managers who are enthusiastic about the opportunity to implement employee engagement survey programs in their organizations but have a hard time convincing senior management of the value they can bring vs. the cost of conducting surveys and doing the necessary follow-up to bring about change. HR is often on the losing side of the conversation and that's a real shame.

It's a ridiculously short-sighted management decision to ignore the potential benefits of measuring and increasing engagement and we'd like to show you why.

Here's a round-up of some of the statistics from studies conducted around the globe. The truth is, employee engagement programs should NOT be considered an unnecessary or frivolous expense. They are, in fact, an investment. And if done right, they are an investment with very healthy returns. 

Top Reasons You Have a Turnover Headache

High turnover is a symptom your employees are struggling. Exactly what they are struggling with may be apparent or it may be a complete mystery. Either way, in order to even begin to address turnover, you have to know what is causing employees to leave.

The top 7 reasons that are most commonly identified in our employee research are:

1. Employees have more work than they can manage. They are simply worked to the bone.

2. Some employees are treated better than others. When one employee is allowed to work from home one day a week and no one else is, resentment is inevitable.

3. Employees don't usually work just for the money, but they do care they are being paid fairly. If they aren't, they will leave if a better opportunity comes along.

4. Work culture is strongly correlated with employee engagement and happiness, and research has proven over and over that employees don't work well in toxic cultures.

5. A bad boss drives good people away. People today expect to have a great manager.

How Employee Surveys Can Predict Your Turnover Rate

Can An Employee Survey Predict Your Turnover?

With the right questions and the right analysis, absolutely yes. Insightlink's Loyalty Matrix reporting can show you. 

Knowing how many of your employees are likely to quit in near future (and what is causing their unhapiness with the job) can be an invaluable tool in helping to reduce expensive employee turover. 

Using our Loyalty Matrix analysis we can segment your employee population into four distinct groups. 

Take a short demo survey here to learn how.

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