The guiding principle of employee surveys is that if you are not prepared to take action on the results, then you should not conduct the survey. Research has shown that after completing a survey, employees are more interested in seeing positive change than they are in hearing about the results. Employee surveys have little or [...]
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As the old saying goes, you never get a second chance to make a first impression. This is especially true for companies who view their new hire orientation process as a necessary evil rather than what it can be – an opportunity to create a lasting, positive image of your company with incoming employees. When orientation [...] Last time we suggested that first-line supervisors are the key to building and maintaining a positive, union-free workplace. But what specific skills and abilities should you look for when identifying potentially strong supervisors? You may be able to think of others, but some of the most important skills and personal attributes to look for in a [...] Oftentimes companies who are developing their union-free strategy want to understand what’s the risk of unionization. In other words, what are the costs we will face as the result of unionization? One way to answer this question is to look at companies who have both unionized and non-union business units. According to Bergeron (2008), in these [...] The National Labor Relations Act (NLRA) requires that a union have signed authorization cards from at least 30% of the employees it is seeking to represent in order to file a petition for election. However, research indicates that far more than that is needed in order for the union to have a good chance to actually [...] Today’s employees want to acquire skills that not only increase their value to the business, but also improve their marketability. As such, effective learning and development is a key factor in attracting and retaining key talent, and an important driver of employee engagement. So what can managers do to leverage learning and development as a means for building and sustaining a positive [...] Mark Twain once said, “I could live for two weeks off one good compliment.” Positive workplaces put a lot of time and energy into making people feel special because such companies know that taking the time to thank and praise employees when they do a good job is one of the most important things they can do [...] Are you aware that, next to knowing what is expected of them, what makes employees most productive is being given the materials and equipment they need for their jobs? This was the finding of a longitudinal study of one million workers conducted by the Gallup organization. In a similar vein, more recent research suggests that [...] Manager availability is a critical factor in creating a positive workplace. It helps you build a bond with employees and a level of commitment that is necessary for achieving high levels of employee engagement. When managers are not readily available or accessible, it breeds distrust due to the huge power imbalance inherent in manager-employee relationships. Here [...] We’ve talked before about the importance of creating accountability for achieving high levels of performance. When you expect a lot out of your people and clearly communicate those expectations, great things can happen. Over time, employees come to hold the same high expectations of themselves and their fellow team members. They come to accept the [...] |
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