8 min read
Emergency Response Plan
In today's unpredictable world, emergencies can occur at any time, without notice, disrupting normal operations and posing serious risks to...
Here’s a fact that’s alarming Corporate America: 52% of employees hate their job, while another 18% claim to be disengaged. This is according to a recent national survey conducted by Gallup Poll.
Recent research has linked employee engagement to specific business outcomes that directly affect the bottom line, such as higher productivity, profitability, and customer ratings. To reap profitable outcomes, businesses will spend a great deal of money and staff time developing engagement strategies. The bigger problem, however, is how to measure employee engagement.
The typical approach is an annual engagement survey where employees are probed via a set of scenarios that aim to rate their own level of engagement. While knowing what employees think certainly has value, this data suffers from the same challenges of any other survey-based effort: availability bias from respondents thinking of only recent events, and potentially manipulating results — people telling you what they think you want to hear rather than what they really think.
When this information is paired with traditional attitudinal data such as satisfaction scores, pulse surveys, or annual survey-driven engagement measures, they come together to give an even bigger and more accurate picture of what engagement truly means, where your company is falling short, and how to improve your employee engagement.
8 min read
In today's unpredictable world, emergencies can occur at any time, without notice, disrupting normal operations and posing serious risks to...
8 min read
An employee newsletter serves is a vital communication tool within an organization. It helps to keep employees informed about company news, updates,...
10 min read
In today's fast-paced business landscape, where profitability often takes center stage, it's easy for workplace safety to slip down the list of...