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You’ve sent your costly annual employeeengagement survey to the entire company. ” And weeks later when you finally receive your survey results, you’re getting up-sold by your survey company with promises of more data, competitive benchmarks and consulting services. Too Little, Too Late. ” Groundhog Day.
Decreased productivity and increased absenteeism can lead to plummeting employeeengagement during this time of year. But you don’t have wait around until after Labor Day for employees to get back on track. Here are three things you can do to maintain and even increase employeeengagement during the summer.
Today, analytics are empowering HR with the same holistic view into employeeengagement. Solutions like HighGround offer visibility into three major areas: Performance Management – Organizations that move toward a frequent cadence of performance development get richer data. Now, HR can finally catch up.
A new Gallup poll had some telling statistics regarding employeeengagement in 2015. Take a look: Only 30% of workers felt engaged at their jobs in 2015. More than 50% of employees said they weren’t engaged. Almost 20% of employees said they were “actively disengaged” from their jobs.
Gallup recently released its latest State of the American Workplace report, which provides an in-depth look into engagement and changes within the work environment. Its data is used as a benchmark by HR teams that are looking to make performance and engagement change at their own companies.
Today we’re examining employee surveys, one critical component of feedback. They allow you to evaluate employeeengagement, respond to problems or concerns, capitalize on successes and give respondents the opportunity to have a voice and impact change. Are you in the midst of creating an employee survey?
Unfortunately, it’s hard to determine when your current processes don’t provide any insight into employeeengagement or performance. Now is the time to test out those new processes on a limited scale to gather critical benchmark measurements immediately. No universal approach.
Depending on the needs of your business, as well as the industry, these metrics can vary, but they should all focus on the happiness and engagement of your workforce. Common benchmarks include: Personal and Professional Growth – Growth, in all its forms (salary, title, recognition), is an intrinsic motivator for the majority of people.
Through a lightweight weekly check-in, 15Five delivers everything a manager needs to impact employeeengagement and performance, including continuous feedback, objective (OKR) tracking, peer recognition, 1-on-1s, and reviews. Engagedly is the most comprehensive tool available to drive EmployeeEngagement. VIEW DETAILS ».
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