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Using Anchor Questions to Measure Employee Engagement

Measuring employee engagement is tricky. After all, how do you get people to tell you how engaged they are in their work when they might not even understand the concept very well? Determining what engagement means involves different psychological constructs that describe a person’s emotional state at a moment in time. When conducting an organization-wide […] Read more

Posted on December 17, 2014 by

Seven 360-degree Feedback Benchmarks, Norms, and Comparisons

Quite often, when leaders receive their 360-degree feedback report they immediately want to see how they scored compared to others. This is natural because we all want to know if our results are better or worse than the average. The question is, which average, if any, is the best one to compare to? Read more

Posted on December 9, 2014 by

Using Employee Engagement as a Competitive Advantage in the Trucking Industry

Creating connection involves building trust with employees and showing that the company cares about their success and well-being. In a very competitive trucking industry, Pride Transport builds connection and employee engagement by being authentic and treating their drivers as keys to their success. Read more

Posted on October 23, 2014 by

3 Traits of Change Management Rockstars

I have noticed that some managers excel at leading their teams through complex changes, while others fail spectacularly. When I looked closely at the managers that lead the way, the ones that I label “change rockstars”, I noticed they all exhibited three key traits that contributed to their success. Read more

Christian Nielson

Posted on August 28, 2014 by

The True Danger of Results-at-any-cost Management

In assessing the effectiveness of a manager, it’s generally assumed that those who score well on traditional annual evaluations will also score well on the 360-degree feedback assessment. Read more

Posted on July 25, 2014 by

5 Reasons Not to Use Mean Scores When Interpreting Employee Engagement Survey Results

We are often approached by organizations that have completed an employee engagement survey and are having a difficult time interpreting the data. While there are many possible reasons for this (the most common being a poorly designed survey), it’s not uncommon to spot a quick red flag in their analysis of survey results—using mean (average) […] Read more

David Long

Posted on July 21, 2014 by

SpongeBob SquarePants? A Model of Employee Engagement?

Really? SpongeBob as a model of employee engagement? What is it about SpongeBob and his job that makes him so engaged in his work? Let’s look at three reasons SpongeBob is a model of employee engagement. Read more

Posted on July 18, 2014 by

Using 360 Performance Evaluations to Minimize Anchoring and Other Biases

Let me tell you how jellybeans can improve your performance evaluations. Have you ever entered a jellybean counting contest?  You know the kind I’m talking about – a big jar, full of jellybeans, sits on a table and it’s your job to estimate how many are contained therein.  Guess close enough and win a prize.  […] Read more

David Mason

Posted on July 17, 2014 by

3 Reasons Not to Use Importance Ratings on Employee Engagement Surveys

Wouldn’t it be nice to know how much employees agree with an employee survey question AND how important it is to them? From our research, there are three primary reasons we don’t recommend using importance ratings in conjunction with employee engagement surveys. Read more

Posted on July 9, 2014 by

5 Characteristics of Elite Leadership Teams

So what are the characteristics of elite teams? Elite teams put their “first” team first and work together to achieve the team goals. Members organize the resources of the teams they manage to align with the strategy of the leadership team. Read more

Posted on June 18, 2014 by

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