As organisations strive to improve performance and deliverance, having an engaged workforce is not only an advantage to achieving this, but also plays a key part as to whether an organisation sinks or swims.
Being able to harness the willingness and discretionary effort of employees will most certainly improve performance. If people are performing at their very best, it makes sense that organisations will work more collaboratively and effectively together, giving the best service, improving efficiency and enhancing performance.
It’s because of this that the concept of ’employee engagement’ is receiving a fast growing interest in the business world, with many organisations building an ‘employee engagement programme’ into their business strategies.
There are three key parts to developing and implementing an ‘employee engagement programme’
Firstly, without conducting an employee survey, it would make no sense. Without feedback from your people on how they feel about certain aspects of working for their employer, for example, do they have the right information and resources to carry … read more »
What is assertiveness?
Assertiveness is a very important communication skill and is based on a philosophy of personal responsibility and an awareness of the rights of other people around you.
Being assertive means being honest and true to yourself and others. It gives you the ability to say directly what it is you would like, what you need and how you are feeling. However, this is not to be at the expense of other people.
Many people think that being assertive means being rude, loud and aggressive. This is not true. Being assertive is about ‘making sure your voice is heard’, not about ‘getting your own way’. It’s also not a means to obtain a quick fix or to manipulate other people.
Put simply, being assertive is that happy medium between being too aggressive and too passive.
So why is assertiveness in the workplace so important?
Well in a way it links back to a previous blog about Saying ‘NO’ in the workplace. … read more »
Oh yeah! In fact “At base level, this just comes down to de-constructed strategic matrix approaches.”, and don’t you know it!
Well, chances are, you haven’t a clue what that means, and whether at all it has any relevance to you.
OK, I had a bit of fun on the Plain English website ‘Gobbledygook generator’ – I typed in “Today, I’m writing a blog about plain English” – check it out.
So, we are delighted to have been awarded the Crystal Mark for Plain English on our sample core question based employee survey questionnaire. A document that will go out to all our potential clients on request, to give them an idea and feel for what their employee survey may look like.
This simply came about as a result of something my colleagues and I had been having the odd chat about recently. The English language. The way things are spelt, grammar, interpretation and general simplistic understanding of what’s … read more »
It’s fair to say that many organisations are expecting their people to do more work, in less time and in some instances, for less pay. Whilst a certain amount of workplace stress can be a positive thing, too much stress and anxiety can have an adverse effect on peoples well-being, productivity and the all-important employee engagement levels.
People say YES to taking on more work because they want to be seen as fundamental to the team, seem keen or just want to please other people. They feel that a NO response would be unwelcome and possibly provoke an aggressive reaction. Others on the other hand say YES because they are just unthinking and unrealistic about what they are able to deliver.
However, being able to say NO can be a real asset in your career.
If your first reaction is to say NO, then it is important for you to think about why you’re wanting to say NO. Determine how much time you … read more »
Our latest blog is a Q&A with Michelle Morgan, Group Human Resources Manager, at facilities management company Cloudfm, on their recent employee research programme with The Survey Initiative…
Why did you decide to embark on a staff survey?
As a fast growing national company, it’s vital that we understand what motivates our staff and how we can improve the way we work to enhance employee satisfaction. We therefore decided to conduct a global survey as part of a wider set of measures designed to gather feedback and ensure that our plans align with staff requirements.
Why did you choose The Survey Initiative?
The Survey Initiative was recommended to us. We were keen to work with an organisation that could manage the entire process, from survey design to analysis, as this reinforced the anonymous nature of the exercise.
This was your first staff survey, how did staff receive the survey?
We trailed the survey with a series of communications, including eye-catching posters that introduced the survey and … read more »