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Needless to say, check-in's and progress updates are important. A baseline gets established and then the work gets measured along the way. An important piece of employee engagement surveys that many organizations leave out is the ongoing measurement of how things are progressing.
A survey gets released, a plan is formulated to improve the low rated areas, but then somehow a year later another survey is conducted and the scores remain the same. Many factors can lead to this unwanted cycle, but here are the top three reasons we have found when we begin working with our clients and what you can do to break the cycle.
Employee surveys can be an incredibly powerful tool, but unfortunately most organizations squander the opportunity by making one crucial misstep once the survey results have come back. Learn what that misstep is and some recommendations to solve it!
With all of the good and important data that can arise from employee surveys, it is absolutely crucial to set objectives, communicate the importance to the employees, and, most importantly, to know and understand the key identifiers that are important to measure.
Each of us has the opportunity to lead where we are, no matter our title or position in the organization and to have a positive impact on others, ourselves and our respective organizations. Skeptical? Then try a few of these actions in the next couple of weeks and let us know your impact.
For decades, leadership was reserved for a select few individuals in any organization. Top-down decision making and command and control management created a performance environment of employee compliance, focused on task completion.
However, an evolution in performance is rapidly occurring. With disruption and globalization impacting nearly every industry and organization, the top-down, command and control performance and leadership models of the past are proving to be too slow and increasingly ineffective.
