I have just read an article which said self-engagement is more powerful than having a great manager. Sometimes you just disagree with something and can’t quite put your finger on why… First I should say that I don’t disagree with the statement self-engagement is more powerful than having a great manager. When it comes to happiness, success etc then self-belief and confidence is probably more important than anything else. However I don’t think you can sustain self-engagement in an environment that doesn’t support you in some way – not without some negative impact on your performance, health or wellbeing anyway!...
Should your employee survey be anonymous?
Most employee surveys are anonymous. But should they be? The 2019 Edelman Trust Barometer revealed “my employer” had emerged as the most trusted institution, globally standing at 75%. Richard Edelman suggested there was a shift from traditional authority figures and institutions to those relationships people felt were more within their control – most notably their employers. He described this as “the emergence of the new contract between employee and employer, which we call Trust at Work”. In response to peoples changing expectations the 2020 Trust Barmometer now measures trust on two levels: competence (delivering on promises) and ethical behaviour (doing the right thing and working to...
What’s the point of performance management?
Does performance management in your organisation engage your people… or demotivate them? Performance Management may seem like a step up from appraisals but many organisations are still wasting this opportunity to engage and motivate their people. Is it time for you to make a fresh start? Do your managers understand how to use performance management to engage and motivate individuals in their teams? Does performance management in your organisation enable managers to generate conversation and discussion or focus them on completing paperwork and following a process? Do managers spend more time managing the poor performers, the disengaged and the disloyal and...
Show your appreciation you must
Cast your mind back over the last 5 days. How many times would you say you showed someone at work you appreciated them? How many times did you say something to somebody about something they did (at work or home) that you disagreed with. How many times did you pass comment on something they did ‘right’? We all want to feel that we/the work we do is appreciated and unsuprisingly we will do more for those people who show that they appreciate us. An experiment conducted by Adam Grant and Francesca Gino also found that when you thank someone for their help, it...
How do my employee survey results compare?
We often get asked this question by clients using our employee survey. We don’t believe it’s the right question to ask. Here’s why. No two organisations are the same When you (try to) benchmark your employee survey results with other companies you are not comparing like with like. Many things will influence an organisation’s results – from age, maturity and size to location, history and national culture for instance Asia and North America tend to return higher scores than Europe. Benchmarking will give you a number but it doesn’t tell you what an organisation has done, or not done to...