4Cs Blog: Happy Employees = Happy Customers
Can you tell the story of your brand? Can your team?
Now that we understand the value of onboarding, employee engagement and leadership, let’s turn to developing an effective tool that can help with all three – the brand story.
My goal is to have every company, no matter their size, get rid of their mission, vision and values statements.
WHY?
No one remembers them, and even fewer people live them and make decisions that affect the company based upon them.
Mission, vision, and value statements are words on a wall or letterhead that are taught to new employees on their first day of employment and then never reinforced. Companies do not use these statements as a compass when making corporate decisions; when laying out new policies or procedures or if they do, they certainly do not tie them back effectively to the original mission, vision and value statements.
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3 Ways to Promote Sustainable Commuting in Your Workplace
With environmentalism no longer a niche cause and now firmly at the forefront of the average commuter’s conscience, thinking green can now be considered the norm. As such, businesses big and small across the world are beginning to implement eco-friendly practices within their operations, in an effort to satisfy consumer demand and, in ethical terms, to reduce their contributions to global pollution and waste.
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Are Your Employees Really Engaged?
Employee engagement is the key to the success of any company long-term.
Do your employees care about the work they do and your customers, or are they simply coming to work day after day, week after week, year after year and producing the minimal effort needed to guarantee that they will continue to receive a paycheck every two weeks?
Your company is only as valuable as your unhappiest employee on their worst day.
Think about it!
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The 4Cs Action Planning Workbook: How to Turn Your Employee Survey Results Into Lasting Change
"SOCQ" It to Your Action Planning
Implementing an effective action plan after conducting an employee survey is the essential next step for a number of reasons. First and foremost, making improvements to your work environment and helping knock down barriers to your employees’ success should be the reason you did the survey in the first place. Equally important, asking your employees to share their thoughts and opinions through a survey and then ignoring the results is actually worse than not doing a survey in the first place and damage employee’s trust and confidence in the organization.
So what does a great action plan look like? We know from experience that there is no “one-size-fits- all” approach and flexibility is key. In some organizations, strategic planning is very “top down” while in others it is very decentralized. Survey action planning should work the same as other similar processes in your organization. Also, some groups require the structure of a formal planning process while other groups may be equally effective using a more informal approach.
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5 Easy Ways to Ensure Employee Safety in the Office
According to the recently published data from the United States Bureau of Labor Statistics, there were 2.8 million non-fatal workplace injuries and illnesses in 2018, with 2019 statistics still not available. With this in mind, ensuring employee safety around the office is of paramount importance and one of the fundamental elements of business management.
It’s also a legal requirement to provide a safe working environment for all employees, so to help you implement best practice in your organization, the packaging specialists at No1 Packaging will be sharing a number of actionable steps you can take to bolster safety in your office. As a result, this will not only prioritize the health and wellbeing of your employees, but it can also contribute to improved staff morale and productivity in the process - a win-win for your business and your employees.
Onboarding, The Forgotten Step in Hiring
Employers spend hundreds of millions of dollars collectively hiring people every year, but on average, employee turnover is over fifteen percent.
That means that if we assume that every employee lost costs your company $100k to replace and you have fifty employees, this could cost upwards of $750,000 a year for your company in after-tax dollars.
The problem is, too many companies are not looking at the cost of losing employees, but only at the cost of hiring them. They do not realize what losing people year after year does to morale, what it does to company culture and how much revenue is lost due to lost productivity, customers leaving with employees, and customers just leaving because they feel that they are no longer being taken care of.
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3 Reasons to Make Your Business More Eco-Friendly
With many of us now recognising that we're living through a climate emergency, businesses across the globe are beginning to take steps towards a greener future - and if you’re not already part of the phenomenon, now might be the time to get involved.
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Before You Can Retain Employees, They Must Be Engaged!
Companies are spending a fortune today recruiting and hiring the right employees. The problem is, unless you engage them, you will never retain them.
Inc Magazine says that seventy percent of employees today are disengaged and Forbes says that fifty percent of employees are either actively or passively looking for alternative employment. This equates to half a billion dollars lost in productivity each year in the United States alone.
Every employee you lose is costing you $100,000 or more to replace
Businesses today assume that people employees leaving is just a Millennial mentality issue, but this could not be farther from the truth. People leave because they do not feel listened to, understood or valued. They do not understand the mission, vision or values of the company, nor do they understand how their individual efforts matter.
Three factors affect this more than any other.
Onboarding, Ongoing Communication, and Leadership.
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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?
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People Management: Decoding the Industry Jargon
Defined as the managing of employee or team relationships in order to ensure the delivery of company or department goals, people management is a vital component of leading a motivated and successful workforce.
With that in mind, today our friends over at Land Digital are breaking down some of the commonly used jargon in employee/employer scenarios to ensure you fully comprehend management best practices and, in turn, optimise and foster work relationships bound for success.
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