Today we are putting up a beta HR-Meter Employee Engagement Survey to collect some basic benchmark data on these modules.
If you've got a couple of minutes and are interested in filling out an interesting survey concerning employee statisfaction then click here.
You'll even get an opportunity at the end of the survey to request that the results be sent to you when they become available.
Click here to fill out the new Employee Engagement Survey
If you have any comments or suggestions on how we could improve this survey, please let us know!
Friday, April 23, 2010
Friday, April 2, 2010
It may be 10 months or 10 years since starting your company, but somewhere along either that short or longer road you have come to realize the culture that distinguishes your business isn’t up to par with your vision and expectations.
Defined by the values and practices shared across-the-board by staff, company culture is essentially the manner in which an organization exhibits behavior. And while every company culture contains some elements of uniqueness, all have two basic qualities – character and personality.
Company character is a reflection of the commitment and engagement employees have to an organization’s value system; company character becomes evident in numerous areas, including customer responsiveness, innovation, team interaction and daily job performance.
Company personality is somewhat less tangible, presenting itself in the attitude and tone exhibited by employees. As examples, some organizations are known for their open and friendly aura while others are best described as competitive. One is not necessarily better than the other; businesses can have a successful personality if built upon the right character foundation.
Be advised – if you’re looking to re-define your company’s culture, it won’t happen overnight. Certain steps must be carefully taken in order to build a high performance culture.
First, identify the results you want to achieve. How do you want your company to be perceived? Isolate the potential obstacles that might impede your company culture vision and work toward their elimination while establishing the strengths upon which you can build right now.
It’s vital to clearly communicate your plan. Make sure your entire executive team and all employees understand your vision, and then seek their feedback. This important information will help, not hinder culture creation.
Build a rewards structure that reflects your culture model, including mission, values, strategy, roles and expectations and then foster that structure to best advantage.
High performance cultures can translate into company value that can exceed that of competitors and often even your own expectations. But this cannot occur in the absence of commitment and engagement from everyone within your organization – starting at the top with you.
About our Benefits Installment Author:
James E. (Jim) Moniz, CEO of Northeast VisionLink, a Massachusetts firm that specializes in structuring executive compensation. James E. Moniz is a national speaker on the topic of wealth management and on executive compensation. Jim Moniz will be presenting at this years SHRM conference in Phoenx, be sure to check out our presentation: “Creating and Sustaining a Competitive Advantage, The Role and Impact of Effective Compensation and Rewards Strategies”