Editor's Note

What are the different ways you could think of to make your business more efficient and profitable? Having a bigger picture about what’s working and what’s not working within your organization helps you formulate the changes required within. Thus, employee surveys are here to help you figure out employee opinions to generate positive changes from within.

Rewarding Your Employees: 5 mistakes to avoid

Giving your people recognition for their hard work is one of the most powerful motivations tools you possess. A little bit of recognition can really go a long way. However, be warned: These five common mistakes can actually have the opposite effect. If you make these five mistakes, you might find that your efforts to give recognition will reduce productivity and engagement instead of increasing it!

Recognition and Engagement May 2015 Advertisers

Engaging Employees In Diverse Cultures: Equality and diversity in the workplace

The last few years have seen both employee engagement and equality and diversity gain greater prominence. Employers know how important it is to engage their staff, and they’re willing to invest in doing so. Employers also recognize that they need to create a fair environment where all employees are treated equally and are able to flourish as individuals. However yet, little has been done to understand how these two agendas interact.

The Science Of Employee Motivation: Employee engagement and retention

You can improve employee engagement and retention with science. Here’s how: In an attempt to discourage the brightest talent from moving on, organizational leadership regularly searches for progressive methods of engaging and retaining employees. This drive to improve employee retention and maximize productivity progressed over time to meet the changing demands of an ever-evolving workforce.

Poor Engagement = An Urgent Profit Leakage!: Upwards of $13M/1000 employees/year

Worldwide, disengaged workers outnumber the engaged by 2 to 1. In the US, roughly 20 percent are actively disengaged (i.e. unhappy and undermining others at work); 50 percent disengaged (just a job, doing the minimum); 30 percent engaged (consistently contributing). (Stats are from Gallup – see engagement by country here)

Disengaged Workforce: The misguided understanding of employee disengagement

Some years ago, a group of executives met to discuss their company’s employee engagement strategy. The company was under pressure. Its stock was down. Its key products were at risk of being commoditized. To maintain margins, the business had done a wave of layoffs. Leadership told the employees no further layoffs were anticipated. However, not long thereafter, when results again were disappointing, and under pressure from the board of directors, the company ordered more people terminated.

Employee Net Promoter Score - A Secret Weapon: Measuring and boosting employee engagement

How likely is it that you would recommend our product or service to a friend or colleague? That’s the core Net Promoter Score (NPS) question made famous by business strategist and author Fred Reichheld in his 2006 book, The Ultimate Question. It’s something marketers and business owners have come to rely on as a way of checking the fundamental health of their businesses.

Employee Disengagement: 5 ways disengagement threatens your business

Disengagement costs the UK £52-£70 billion per year in lost productivity according to Gallup. Only 17 percent of the UK workforce is engaged and 26 percent of the UK workforce is actively disengaged. This is a higher disengagement level than any other country in Western Europe. And, what about the remaining 57 percent? They’re not really engaged either, feeling no meaningful attachment to their job and/or company.

3 Types Of Engagement: How to improve engagement levels

Companies are taking an increasing interest in employee engagement. Studies continue to emphasize the correlation between levels of engagement and levels of productivity, customer satisfaction, and profitability. However, improving engagement is a challenge. Offering better perks and better benefits helps, but not much. In fact, according to the latest Gallup study, overall levels of engagement haven’t improved much over the last 10 years. The truth is that improving engagement isn’t about adding benefits. It’s more comprehensive than that.