Tag Archives: Employee Survey

Webinar on Re-Engage

24 Jan

I recently conducted a webinar with Quantum Workplace on some of the main elements of our research into employee engagement. I talk about some important trends we see that you need to pay attention to and manage:

  • Employee engagement in difficult times,
  • The impact of generational diversity on employee engagement,
  • How organizational size impacts employee engagement,
  • Whether senior leaders can influence engagement, and
  • The changing role of employee benefits in creating a great workplace.
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Defining Employee Engagement Continued

9 Mar

friendly

In an earlier post I offered my defintion of employee engagement. Researchers at Hewitt have arrived at a similar conclusion. Findings reported in Business Standard indicate they see three behaviors:

Engaged employees stay — they have an intense desire to be a member of the organisation; say — they are passionate advocates for their workplace and speak positively about the organisation to co-workers, potential employees and customers; and strive — they go beyond what is minimally required to produce extraordinary service and results for customers and colleagues.

Look at this example of how P&G employees act like an owner of the company, treating the company’s assets as their own. During a period of heavy rain which had caused severe flooding, the government declared a holiday for all its offices, but a lot of P&G material was awaiting clearance at the customs office. The plant engineer had valid reasons to wait for a day, but he took the initiative: He braved the rains to pick up a customs official from his house and took him to his office to authorise its clearance. He then made sure that all the raw materials were delivered to the plant on the same day. As a result, the production lines didn’t have to stop.

Would your employees go to such lengths to help your business achieve its goals? If the answer is yes, you have done your job as an employer. If not, take the Kelly survey seriously before it’s too late.

I think we’re getting some consensus around this idea of employee engagement– that’s good. More importantly, we’re hearing examples, such the one cited above, of specific behavior we can clearly observe that shows us when employees are engaged. Would love to hear your stories of engagement and disengagement.

Graphic courtesy www.lumaxart.com

Kindness: A Conversation With Charlie Rose & Bill Baker

27 Feb

Charlie Rose interviews Dr. Bill Baker, executive and academic, who has co-authored a book called “Leading With Kindness: How Good People Consistently Get Good Results.” The interview discusses interesting research done in partnership with the American Management Association showing that working positively with employees– what he simply calls “kindness”– can have a significant impact on productivity. They have a terrific discussion about the value of mentors, including those in their lives.

Dr. Baker makes a facinating observation that some disasters/scandals that befall companies where leaders say they didn’t know what was going on could be attributed, in part, because of poor management/poor communcation at the company. Is the crisis of our economy a crisis of effective management?

It’s about fifteen minutes long– enjoy:

http://www.charlierose.com/view/interview/10061

Employee Engagement And Well Being– Two Sides Of The Same Coin

26 Feb

Consultant News has published a research study by Hewitt that shows yet additional evidence that well being and employee engagment may be two sides of the same coin– very much linked together:

“Research carried out in conjunction with the 2009 Best Employers in Canada study has established that highly engaged employees experience better health and overall well-being. This finding reinforces the benefits for both employers and employees of increasing employee engagement, according to Hewitt Associates, the global human resources consulting and outsourcing company that conducts the annual study.

“The 115,000 employees surveyed as part of the 2009 study clearly revealed that high engagement goes hand-in-hand with better health and well-being,” said Neil Crawford, leader of Hewitt’s Best Employers in Canada study. “Employees at organizations with high engagement reported better physical health, lower job stress and work overload, and greater financial security. In addition, they also believe that their employer’s benefits plan contributes to their overall well-being, although there is room for improvement with respect to retirement savings programs.”

I read of the governmental plans to “reform” our health care, which is all fine and well. But perhaps the most important reform we can make would be to create better workplaces which, amongst other things, cares about the health and well being of employees. According to this study this may be, as they say, exactly what the doctor ordered.

“Employee Voice Award”, From Quantum Workplace

18 Feb

applause

My congratulations to the winners of the first annual “Employee Voice Award” (EVA), presented by our research partners at Quantum Workplace. In a release published by PR Newswire, inagural winners are:

Large Business Category (>1000 employees)
  • Royal Caribbean (RCL) (Miami, FL)–a Miami, Florida-based cruise line
  • Sundt Construction (Tempe, AZ)–a general contractor
  • Tufts Health Plan (Watertown, MA)–a provider of healthcare coverage

Small Business Category (50–1000 employees)

  • LAMMICO (Metairie, LA)–develops and delivers insurance products and services to Louisiana physicians and healthcare providers
  • NameMedia (Waltham, MA)– as the owner of one of the largest portfolios of domain names, it focuses on acquiring, developing and selling digital real estate
  • North Highland (Atlanta, GA)–management and technology consultants.
  • Regency Centers Corp (Jacksonville, FL)–a real estate investment trust that specializes in the development of shopping centers
  • William A. Berry & Son, Inc. (Danvers, MA)– one of the oldest construction companies in the nation. 

Companies such as these listed have, in my view, a distinct advantage in the marketplace– engaged employees can make all the difference between success and failure, particularly in these challenging economic times.

“Happy Hospitals Make Happy Patients”…

11 Feb

happy-cookies

… Or says a study recently published in Science Daily. The research, conducted by University of Michigan Professor John Griffith, concludes:

In a newly published report, Griffith examined the attributes of 34 community hospitals in nine states that have earned the Health Care Sector Malcolm Baldrige National Quality Award, a nationally recognized quality benchmark for various industries.

Griffith’s findings suggest that the single-biggest factor in patient satisfaction is hospital employee morale, which starts with outside-the-box thinking at the very top management levels.

These community hospitals had the happiest patients and caregivers, but only because these hospitals departed radically from traditional hospital management, Griffith says.

My co-author Leigh Branham and I conducted a study of the employee engagement in over 100 hospitals, and came to the same conclusion– there is a direct link between employee engagement  and patient satisfaction. Moreover, employee at hospitals with very low engagement results were far more likely to report patient safety and other complaince-related problems, something no hospital wants. Perhaps one way to deal with our health care crisis is to create more engaged workplaces like these honored today.

Think You Know What Your Employees Are Thinking Right Now? Think Again.

9 Feb

listen

Salary.Com Inc. has conducted a survey of employee and employer perceptions about employee job satisfaction and intent-to-stay. The study, reviewed at Occupational Safety & Health Online reports:

According to the survey, employee satisfaction levels are often overestimated by employers. A set of questions new to this year’s survey found that the current economic climate was less of a deterrent to job seeking than employers anticipated, while variables such as income, job level, industry and age remained consistent factors that affect job satisfaction year-over-year.

Key data points:

• Overall, the survey showed that 65 percent of employees are at least somewhat satisfied in their jobs while employers estimated that figure to be 77 percent. 
• Approximately 65 percent of employees admitted to passively or actively looking for a new job, compared to employers’ estimate of 37 percent. 
• While employers have a good sense of overall employee satisfaction, they often overestimate the degree of extremely satisfied employees nearly 2 to 1. 
• The levels of satisfaction among employees surveyed varied by job level and salary. Not surprisingly, the results of the survey suggest there is a direct link between pay and satisfaction — the higher the salary and job level, the greater the number of extremely satisfied employees. 
• Age affects job satisfaction — millennials report the lowest job satisfaction.

Perhaps this study doesn’t shock you, but it does reveal an important insight that should call us to action–the best way to find about how employees are feeling is to ask them. We need to do a much better job of listening, really hearing, what our associates are feeling right now.