The Letter H is such a versatile letter, yet so often overlooked. When used at the beginning of the word it’s very often silent – in honour, honest and strangely in hotel for example. And ‘commonly’ it’s often ignored in everyday speech – ‘ello, ‘ow are you? Wikipedia tells us that H-dropping or aitch-dropping is the deletion of the voiceless glottal fricative or “H sound”.
Voiceless glottal fricative! Really? What a dreadful term for a beautiful letter. And there’s a reverse phenomenon, H-insertion or H-adding, is found in certain situations, sometimes as a hypercorrection by H-dropping speakers, and sometimes as a spelling pronunciation or out of perceived etymological correctness. And of course (one of my ‘pet hates) many people incorrectly pronounce the letter as haitch rather than aitch.
It’s the effect that H has on other letters that I find so interesting. Put it after a P and we get an F sound, as in alphabet and the very fine and noble … read more »
We were recently joined by our local MP, Bernard Jenkin, who kindly popped by on his day out in his constituency to officially open our new offices. It proved a lovely occasion for all our team to get-together and have lunch with Bernard. We were surprised and fascinated to hear his views on employee engagement and how government are working to increase levels of employee engagement with their workforce. Quite a lengthy and interesting conversation flowed with an invite to add our views on cultural change to the government’s consultation on the issue, which we’re very excited to be a part of.
Bernard was also very interested to hear about our growth and to meet our two newest employees, one a recent graduate from the University of Essex and was keen to hear more about how we’ll be working more closely with the University in the future. He was also surprised to hear that … read more »
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 »
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 »
There are many benefits of having an engaged workforce. Engaged employees are an asset to any organisation and give you the edge in an increasingly competitive marketplace. They’re more productive, absenteeism through sickness is reduced and they go that extra mile. In an ever-changing world it’s vital to gauge how motivated your staff are on a regular basis.
We at The Survey Initiative pride ourselves in the work we do in partnership with our clients and endeavour to discover what the main drivers for employee engagement are for each of them.
Employee engagement drivers differ from one organisation to another, from industry to industry and also from country to country. However, they are powered by similar individual triggers that make an employee want to stay with their organisation, become an advocate and put in their discretionary effort.
Whilst the drivers for each organisation differ, here we discuss what we have seen to be the top 3 drivers to having great employee engagement:-
Appreciation … read more »