Have you ever been published? Would you like to be?

If you or your company have participated in an Employee Engagement Survey like this one in the last couple of years, we would love to hear from you as your feedback is important to us and to those who are interested in our services.

New market research suggests both companies and employees are increasingly aware of a definite shift in fiscal, professional, and personal priorities. Undoubtedly, you have seen and felt their impact on your business and professions as well. This shift has and continues to affect the following:

- Need for flexible or non-traditional work schedules
- Need for more "modern" work conditions
- Need for meaningful and measurable accomplishments
- Need for personal recognition and validation
- Need for professional growth
- Need to identify with the organization, etc

We, therefore, invite you to write a little comment or article to our editorial staff so we as well as others viewing this blog can grow from your experience. Our Staff will review your submission and we will gladly publish them on this blog along with your photo and a brief biographical reference if you want.

Lastly, feel free to contact us if you are interested in receiving our complimentary current research compilation on the topic of the above mentioned shift in employee engagement.

Also, please feel free to take a look at one our Employee Engagement Surveys available here. Receiving these survey's results may be of interest to you. We can send them to you, if you would like. It's a free report.

Employee Engagement Survey

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!

Do your employees know where they stand?

Sure... right? We do our annual reviews. We sit down with our employees and we say, "good job with this or that" or "we'd like to see some improvment on your TPS reports". Of course our employees know where they stand.

Ok, and if I were to ask you, say, "what percentage of your employees is uncertain about their job security?" or perhaps something a little more specific like, "what percentage of your employees thought they were on the right track for a promotion right up until they didn't get one?" and "how did not getting that promotion affect their performance?", "did they start looking for another job?", "do they think you care?". You might say something like, "I'm not sure. But, more importantly, I'm not sure it matters"... and I'd believe you. And you'd have to also give me that your employees don't know where they stand; that you don't know where your employees stand; that maybe you don't know where you stand.

It starts to look somewhat amazing that the company functions. Of course, if you were to ask around, folks would say, "ahh, but we are such a dysfunctional, uncooperative, catty, bunch." He knows it, she knows it, I know it and you know it.

If you're a mamanager, start scheduling some time, right now, for each memeber of you team to come in and talk to you about "things". Maybe type up and distribute a little survey and put a box outside your door or cube or tent. Make it a "check yes or no" survey and pass it out. Get some feedback. Ask your team if they want to do a little survey too. Ask HR if you can do a big survey. Ask HR to ask if you can do a really really big survey. Ask some questions.

Employer Turnaround

According to a new poll conducted by Careerbuilder, “72% of employers are taking steps to strengthen their employment brand to prepare for when the economy turns around.”

Of course, the first major take away is that there seems to be something a return of confidence in the U.S. Market. That's good news.

Another major take away is that if your company is looking to grow coming out of this recession, then you better be one of the above 72% .

So, what exactly are these 72% up to?

• Outlining potential career paths for current and future employees.
• Offering more employee recognition programs.
• Offering more flexible work schedules.
• Revising job listings to emphasize a positive work culture.
• Revising recruitment materials.
• Revamping their company career sites.
  

These things make you visible, competitive and desirable. Are you doing these things?

Results: 360 Degree Feedback Systems

Year after year, companies treat their 360 Degree Feedback process as a routine. They claim they are happy with it. We have never encountered a 360 Degree Feedback program that is perfect. There is always significant room for improvement.

I want to thank all of you who participated in our survey to study the perceived effectiveness of 360 Degree Feedback projects within companies. This has been just one of many studies conducted by HR-Meter and HR-Worldview into the effectiveness of 360 Degree Feedback.

Here are the main results:

• 45% of individuals surveyed believe that their current tool is not time efficient.
  
• 38% of individuals surveyed say that their current report types are not easy to read.
  
• 46% of individuals surveyed said that their tool did not ask the relevant questions.
  
• 68% of individuals surveyed said that their tool would profit from more customization to their job.
  

For the full report, Click the Report Button below

or just click here

Survey: 360 Degree Feedback Systems

Have you participated in a 360 Degree Feedback Project in the last year?

We are gathering information about the perceived effectiveness of various 360 Degree Feedback Systems.

Please take a moment to think back on the last 360 Degree Feedback project you participated in and answer the following questions as if they were about your specific project.

Click the Start Button to take this survey

or just click here

We will make the results of this survey available to those who request them

Newsletters

We here at HR-Worldview are excited to announce that we now have monthly e-newsletters! 

These e-newsletters contain:

• The most recent articles on HR-Worldview!
• Invitations to our free webevents!
• Information about the latest and greatest tools!
  
• Results from our online surveys!

And would you believe it: we even customize these newsletters! That's right, so far we've got customized content for folks interested in the following:

• Recruiting
  
• Coaching (all types)
• General Human Resources

Click the icon below to subscribe

or just click here

Employee Relations: Survey

Many companies fail to properly account for the social relationships that form in the workplace as well as to account for the fact that these social relationships directly affect the performance and the psychological health of their employees which ultimately affects the performance of the company as a whole.

So, does your company take social relationships at work into account?

Please take 30 seconds to answer 5 multiple choice questions. We will post the results to this blog as well as e-mail them to those who would like them.

Click the Start Button to Take this Survey

Or just click here

Crisis of Confidence: Averted

Morale is low in a lot of workplaces. Employees are worried about losing their jobs. They are wondering if the good, hard work they are doing is being noticed by managers. Managers, are worried about numbers (sales, leads, budgets, etc) and are not particularly worried about their employees... That is worrisome.

It's funny how, in times like these, the hierarchy gets magnified. Everyone looks up. All eyes to the top. When you see the eyes going up, you can bet the morale is going down.

But managers can do a lot to get their employees eyes focused back on their work by instilling some confidence. Remember, your employees want to know that the work they are doing is being noticed because their fear is, that if it isn't, then neither are they. And if they aren't being noticed, then they are just a drain in the budget and their time is limited.

So, at a minimum, take a moment to recognize the work that your employees are doing. Even better, do a survey to find out what is important to them right now. Ask them questions. When your employees see that you are interested, they will feel more motivated and less worried and their eyes will look down and refocus.

It's only a crisis because we call it a crisis. So, it's a crisis of confidence.