Overlooked Insights In Employee Engagement
Do you know what your employees really want from your organization?
You can, and it pays to find out. But you may have to look beyond survey results (although we highly recommend them) to find out what really drives employee engagement.
The return on increased engagement is solid. A 2016 Gallup study shows that companies in the top quartile for
employee engagement outperform their competitors in the lowest quartile in many categories, including:
• 10% higher customer ratings
• 21% higher profitability
• 20% higher productivity
• 24%-59% lower turnover
• 41% lower absenteeism
• 40% fewer quality defects
The list goes on. Learning what motivates your workforce is a necessary (and profitable) part of your business.
This white paper will help you:
• understand and explore the importance of employee engagement
• drive employee retention and satisfaction
Read on to learn more about what employees want.
Published By: NetSpend
Published Date: Aug 25, 2015
The survey 2015 HR Challenges from Engagement to Payroll, sponsored by NetSpend, sought to learn how HR professionals are addressing their everyday challenges, from how they view their personal approach to HR management to how well their payroll solutions are addressing their company’s needs. A total of 887 individuals participated in the survey conducted in the summer of 2015.
Published By: Tiny Pulse
Published Date: Jul 14, 2016
Keep a Finger on the Pulse of What Your Team Really Thinks
Are you concerned about employee engagement and reducing turnover? Are you looking for timely, actionable feedback on how to create a thriving culture that boosts morale and productivity? And are you also really busy and need a fast, easy solution?
We have your answer: pulsing.
Pulsing is the innovative, real-time evolution of employee engagement surveys. Check out the Advanced Guide to Pulsing for all the key tips and best practices to find out how happy, frustrated, or burnt out your employees are — and what you can do to help.
What separates pulsing from traditional surveys
The three key questions you'll want to include
The critical personnel you need for survey success
How to leverage virtual suggestions and peer-to-peer recognition
Fill out the form to start reading the guide today!
Published By: Silkroad
Published Date: Jun 03, 2016
Retention, engagement, and employment branding are the bread and butter of talent management. Avoiding unnecessary and costly hires meanings keeping your talent on-board. Keeping employees on board means making sure they are invested in their organization, and engaged in their work.
To find out who’s doing what and what’s working in the real world, BLR conducted a Retention, Engagement, and Branding Survey in March 2016.
Check out the results of the survey by downloading this free summary today!
You'll get answers to the following questions:
•Do you have a system for tracking employee engagement?
•What do you do to retain employees?
•Have those methods been effective?
•Do you have a formal career planning program?
•Who is responsible for your employment branding program?
Published By: Silkroad
Published Date: Jun 07, 2017
Keeping them onboard
Most organizations today are focusing more attention and resources on employees—particularly on retention, engagement, and branding. Retention, especially of key players and strong contributors, is substantially based on the level of engagement employees have, and that, in turn, is reflected in the employment brand.
We conducted a survey on retention, engagement, and branding in March, 2017. In this free summary, we will cover the results of the survey. Attendees will get answers to the following questions:
•Do you track employee retention/turnover?
•How do you define engagement?
•Do you measure engagement?
•What challenges do you encounter trying to improve engagement?
•Do you have a formal career-planning program?
Published By: Tiny Pulse
Published Date: Dec 28, 2016
2016 saw a lot of change with employee engagement, as more and more companies realize the importance of investing in culture and professional development. However, with change comes a lot of tricky navigation on the road to success.
With access to anonymous survey responses from employees at over 1,000 organizations worldwide, TINYpulse was in a unique position to review what factors that are driving employee engagement. After analyzing tens of thousands anonymous responses, we were able to make five predictions for employee engagement in 2017.
Published By: Tiny Pulse
Published Date: Jan 30, 2017
FREE CUSTOMIZED EMPLOYEE ENGAGEMENT REPORT
...for your organization conducted by TINYpulse Employee Engagement Consultants.
Knowing and understanding employee happiness can be difficult. But with a custom survey from TINYpulse, you can get a gauge on this data and start making a meaningful difference in your employees’ lives.
This is how it will work:
• TINYpulse will personally work with you to deploy a pulse survey that will help you better understand how happy and engaged your employees are at work.
• You can select from a number of default questions, like “On a Scale of 1 to 10, how likely would you refer someone to work here?” You can also add your own custom questions.
• The suggestions and feedback received from your employees will remain anonymous, for their benefit and yours.
• Once your employees have responded to the pulse survey, TINYpulse will walk with you through the data to give you a custom engagement report that provides insights into the current state of yo
Training—it’s such an important factor in productivity, engagement, and retention, yet it’s not easy to manage. Who should be trained? On what? By what means? And always, how do you know that training “took”? Our Trends in Training Survey, sponsored by Adobe, sought to find answers to those questions and many others.
This report will highlight important training information on:
• Employee vs Manager Training
• Leadership and Supervisor Skills
• Employee Training Priorities
• Measuring Training Effectiveness
• And more!
Want to see the results? Download our summary today!
In our recent report, we look into the reasons why HR feel less than confident in their ability to manage the volume of data securely and ethically.
From extracting the right type of insights to improving employee productivity and engagement to managing the skills pipeline.
We look forwards to how HR can improve their systems by using automated technologies such as artificial intelligence and machine learning.
Read the survey today to see how your organisation compares to your peers.
The Marcus Buckingham Company, an ADP Company, commissioned Forrester Consulting to conduct a Total Economic Impact™ (TEI) study and examine the potential return on investment (ROI) enterprises may realize by deploying StandOut. The purpose of this study is to provide readers with a framework to evaluate the potential financial impact of StandOut on their organizations.
To better understand the benefits, costs, and risks associated with this investment, Forrester interviewed several customers with experience using StandOut. StandOut is an integrated suite that pairs a technology platform with coaching to help organizations achieve their talent activation goals.
Prior to using StandOut, the interviewed organizations did not have a structured program to improve and measure employee engagement and performance. Organizations used annual surveys and annual performance reviews, and some even encouraged weekly check-ins, but there was no guidance on how to complete these tasks, and the data t
IT leaders working on customer service projects must display an incredible amount of diligence. An organization’s CRM system has become its lifeline to customers, but as customer needs evolve so has the requirements of CRM. According to Gartner, today’s CRM solution must include a laundry list of capabilities outside its traditional core functionality including: native mobile support of the vendor's customer service and support business applications; real-time analytics; industry-specific functionality and workflow; context mining of voice and text; scalable cloud-based systems; social media engagement; suggested next agent action; multimodal capabilities, such as chat within mobile self-service; and even co-browsing. Gartner surveyed the CRM field and evaluated each vendor including Pegasystems.
Download this Gartner Magic Quadrant analysis and gain a better understanding each vendors’ CRM Customer Engagement Center solutions.
The employee engagement survey can be a powerful force for consistent, positive change. This guide provides a more insightful and actionable approach to employee engagement, including a framework for designing and implementing pulse programs. The ideas inside come from decades of engagement survey and organizational development (OD) experience.
When building an employee engagement survey, one question outweighs all others: How can the results be made as actionable as possible? This white paper explores new approaches being leveraged by enterprises today.
Digital transformation has become a business imperative as most aspects of economic engagement have become digital. Around the globe, businesses and government agencies are re-engineering their technology infrastructures to keep pace with customer demands, spur innovation and stay competitive in an ever-evolving digital economy.
A recent PwC survey noted that 45 percent of business and IT executives across 51 countries identified growing revenue via digital transformation as a top priority1. Success in this fast-paced digital landscape requires businesses to transform their IT infrastructures to achieve new levels of flexibility and responsiveness. At the same time, business leaders must find a balance between funding core aspects of the business while investing in new business and technology innovations needed to compete in today’s dynamic environment.
Hyper-Converged Infrastructure (HCI) systems bundle multiple technology components together into single systems, enabling IT departmen
The number of employees still engaged after their first six months on the job is roughly 40%. As the workplace continues to evolve, it’s more important than ever to develop an engagement strategy that will combat the fatigue you’ll see among the other 60% of your employees. You can’t rely on 20th-century strategies for 21st-century challenges. Download our article to learn the top 6 workplace trends you’ll experience in 2015, as well as best practices to follow to drive engagement.
Many people view middle managers as having the ultimate “cushy” job. In reality, middle managers are the key to turning top-line strategy into day-to-day action. Successful middle managers keep their teams motivated by using recognition that is timely, specific, sincere and positive. Learn how to harness the power of your middle managers to develop a culture of recognition in your organization.
Everyone likes to be noticed. Recognition and rewards help people feel good about what they are doing and things they have accomplished. Recognizing employees will keep them focused, directed and willing to repeat the behaviors they were recognized for. Learn 10 reasons why recognizing your employees really works.
Corporations today are focused on employee engagement – but the task of keeping employees engaged is not that easy. Recent research shows that 38 percent of the respondents to PwC’s Annual CEO Survey see effective performance management as a critical factor when they were asked “what aspects of their talent strategy would make the greatest impact on attracting, retaining and engaging the people you need to remain relevant and competitive.”1 Achieving simultaneous growth in top-line revenue and bottom-line profitability has come, and likely will continue to come, through greater levels of workforce efficiency.
If there’s one thing that stands out about central government, it’s the appetite for digital transformation. Whether delivering new customer-facing websites to drive better engagement with services or establishing a centre of excellence to accelerate the take-up of robotic process automation (RPA), UK government is embracing opportunities to modernise with new technologies.
But despite the great strides made in the last few years, the UK is slipping backwards in E-Government development terms – down from #1 in 2016 to #4 in 2018, according to the UN E-Government Survey 2018. Some argue this is due to the government having tackled the more straightforward digitisation opportunities and because it is now facing the bigger, more complex systems that need modernising. Our research shows that there are also wider challenges, including uncertainty around the impact of Brexit, budgetary pressures and emerging technologies, coming into play.
So what needs to happen to overcome our challenges
Alignment Drives Employee Engagement and Productivity: By a two to one margin, companies surveyed in a Taleo Research study reported the largest risk to their company's bottom line and brand is low employee engagement and productivity.