TSI Blog

Build a picture of better management for your organisation to boost employee engagement

March 30th, 2011 by Jaime Johnson | No Responses

One aspect that most employee engagement experts and practitioners alike can agree on is that an employee’s manager can influence greatly their level of engagement (possibly more so than any other factor).

This isn’t something that is new or surprising.  You’ve probably heard of the phrase ‘people leave managers not companies’ and, certainly in our experience, that holds true.  Gallup researched and wrote a very detailed report back in 1999 (some 12 years ago!), if you haven’t read it already, I recommend having a read.  What is more, when one steps back it makes perfect sense – I’m sure we have all worked for bosses who we respect and would ‘put ourselves out for’ or ‘go the extra mile’ and in return make us feel respected and valued.  The reverse is also likely to be true, where we have worked for people where there is no mutual respect and we certainly wouldn’t go ‘above and beyond’ – more likely we would … read more »

Employee engagement for the sake of it…

March 29th, 2011 by Gary Cattermole | No Responses

Many organisations now recognise that employee engagement can have an impact on the bottom line and is important to business success.  In addition Senior Management are clear that engagement is a crucial aspect for their organisation moving forward.

However, in our experience, some seem so keen to create an environment where employees can be engaged and motivated and go that extra mile that they forget one of the fundamental aspects of the process.

Your employees must be working towards a common goal or vision.  Your employees must understand and more importantly buy into that vision and see clearly how, individually and collectively, they contribute to that vision.  Otherwise you run the very real risk of enabling your employees to be fully engaged but not necessarily working towards interests of your organisation!

Communication plays a pivotal role in ensuring that your teams and employees understand where the organisation is going.  The biggest influencers here though are your managers, be it Senior, Middle and Team … read more »

Employee Surveys – obtaining high response rates

March 25th, 2011 by Jaime Johnson | No Responses

We are often asked what are the methods we use to achieve ‘buy in’ from employees to an employee survey that ensures response rates are high.

Today, we closed a survey for one of our clients – they were delighted with the response rate to say the least. Together, we worked to achieve a 97% response rate (it should be pointed out that the organisation has both office and field based employees).  The point here is that we worked alongside our client, we can offer our advice and expertise as to what works in terms of survey communication but, in our experience, those clients that take ownership of the survey, its outcomes and the communication achieve the highest response rates.

We thought we would share three tips with you, that you might find useful:

  • A clear message – employees must know and understand why the survey is happening, when and how it will happen and what will happen with their feedback (make … read more »
  • Internal Communication Survey with media giant

    March 21st, 2011 by Jaime Johnson | No Responses

    We are currently working on an internal communication survey, looking at communication within a media group and specifically at the communication around a project launch. It’s a really exciting project to be working on, particularly, as the client have embraced the idea of running a short ‘pulse’ survey and are looking at a maximum of nine questions!

    The aim is to make the survey as relevant as possible for those completing the survey and also for those working to action the feedback. In addition to the seven core questions, each department head has been given the opportunity to develop two questions for their department. As channels of communication are often utilised differently across different departments and teams, it will be interesting to see what questions the department heads develop and whether there are any reoccurring themes.

    We look forward to reviewing the results of the survey and hope to share any highlights.

    Every organisation is constantly developing and incorporating new techniques for communicating … read more »

    The move from a Knowledge to Creative economy and why ‘employee engagement’ will be ever more important…

    March 18th, 2011 by Gary Cattermole | No Responses

    There is no getting away from the fact that many organisations are now gearing up for the move to a ‘creative economy’.  The traditional carrot and stick approach to management may well prove even less successful than it has during the ‘knowledge economy’. Employee engagement will play an ever-increasing role in ensuring that organisations can make the most of this change.


    By enabling an organisations management structure to flex and shift to allow its employees to be creative, energised and engaged.

    Why is this so important?

    Clear evidence already shows the bottom line benefits of employee engagement1, as we move to the ‘creative economy’ it will prove to be the difference between winners and losers.

    Let’s take a look at Apple as one example.  Back in 2009 (Q3) the iPhone division delivered circa $1.5 billion in profits, over at Nokia a mere $1.1 billion. Now, here’s the kicker, rough market share2 – Apple 2.5% and Nokia a whopping 35%…OUCH!

    Apple was able to deliver the … read more »

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