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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

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

When Employee Engagement Doesn’t Make it to the End of the Row

We all love a good story—so much that when there isn’t one, we’ll create it. A number of years ago, I was working with an organization that, like most organizations at some point, was going through some cost-cutting exercises. While this company was far from bankruptcy, budgets needed to be tightened in order to meet […] Read more

Posted on May 29, 2014 by

Discretionary Effort and Employee Engagement

Discretionary effort and employee engagement are the byproduct of a two-part equation. Do employees have more time, effort, and energy that can be dedicated to the tasks at hand—but they’re simply holding back? Read more

Posted on May 16, 2014 by

5 Personal Benefits of Employee Engagement

In the past, as we conducted workshops on employee engagement, we found that we needed to show the organization the benefits of an engaged workforce.  Increased profitability, improved quality, reduced turnover, and many other benefits were an important part of our presentations. Over the past several years, however, it’s apparent that the message—employee engagement increases […] Read more

Posted on April 29, 2014 by

Two Ways to Reinforce Your Company Values

At some companies the official organization values turn into an ongoing joke either because they  are never communicated or because leaders fail to live up to them. But organization values are important because they shape the culture and performance of the organization. They determine people’s actions and how decisions are made. Every organization is unique, […] Read more

Posted on April 4, 2014 by

Four Steps to Compare Your Business Results to Employee Engagement

Organizations struggle to quantify the impact engaged employees have on business results.  Intuitively, it’s a no-brainer– engaged employees cost less and produce more. It’s that simple.  Many studies and reports support that hunch: engaged companies have stronger levels of profitability, and retain their employees. So, why do most organizations have difficulty quantifying that impact?  Much […] Read more

Posted on April 2, 2014 by

Are You a Theory X or Y Manager?

In his book, The Human Side of Enterprise published in 1960, MIT business professor, Douglas McGregor, proposed two schools of thought on employee motivation.  Theory X is the belief that employees are motivated by pay and they need supervision to make sure they get their work done.  Theory Y is the opposite: employees are motivated […] Read more

Posted on March 19, 2014 by

12 Attributes to Evaluate Your Organization Culture

Cultures are either created organically or through deliberate and consistent planning and action. The best organizations understand their culture and take careful steps to manage and promote it effectively. How would employees describe the culture of your organization? Read more

Posted on March 17, 2014 by

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