There are already many companies out there today who have mastered the art of creating employee surveys so complicated you need an advanced degree in literature to figure out the wording and a Ph.D. in philosophy to figure out why this survey is relevant at all. We have created this guide to function as a lighthouse to all managers and HR professionals seeking to confuse their employees with unclear agendas and incoherent follow-up measures, only to wonder why culture hasn’t improved because, after all, they have been “doing employee surveys this whole time!
Honestly Engagement Blog
Have you noticed how much has changed in the past couple of months? I mean, apart from “Sorry, bad connection, can you please repeat that?” being the most used business phrase of 2020, work-life in general seems to have evolved from its previous, office-bound self, into a more digital and trusting institution. Before that backdrop, our developers have been rethinking their way of work and are seeing the post lockdown phase as an opportunity to try something new: A collaborative model revolving around mainly remote work with a biweekly hackathon as its anchor.
Since we returned back to work in our office, we have put many different safeguards in place in order to keep ourselves and others healthy. We have been asked by several customers about what extra safety measures we have taken and decided to sum them up in this blog article. We are also curious about what other companies are doing, so if you have anything you want to add/share/criticize, let us know.
What is Mindful Leadership and do we really need it? In the past decade, Mindfulness has become an integral part of employee engagement for companies like Google, Intel or Goldman Sachs, proving that Mindful Leadership is now more than just a mere buzzword or trend. It’s not only the big corporates with deep pockets that are venturing into Mindful Leadership, but also many SMEs that have started drawing the benefits from a concept that can be put into practice with literally no budget at all.
The potential of employee surveys is enormous. If carried out correctly, it is the instrument par excellence for having a lasting effect on the satisfaction of your employees, identifying internal problems and gaining valuable insights into company processes. One question however remains: Are traditional employee surveys at all appropriate for the modern working world? Here’s our take: Traditional employee surveys have to go! Rigid survey methods need to be replaced by a flexible, easy-to-use solution that makes participation in surveys attractive while providing up-to-date and reliable data.
Slowly but surely, life is returning back to normal: playgrounds and parks are open to visitors, the local hair salons and restaurants are back in business and the offices are letting their employees return back to work, albeit under strict precautions. But what has changed and how we can we use this change to our advantage? In the field of HR, Corona has disrupted the perception of many businesses towards practices that seemed necessary up to 2019, but are now being challenged.
While some countries are already recovering from COVID-19, the spreading of the virus is far from being contained in Europe. What can businesses do to help contain the spread of Coronavirus? The methods of precaution range from avoiding handshakes and face-to-face meetings to the implementation of remote working strategies. The increased use of technology enabled tools and digital communication methods are a big help in this regard. On top of that, there have been great examples of how agile crisis management has kept some stores in business and employees engaged even in turbulent times such as these.
“Everyone talks about building a relationship with your customer. I think you build one with your employees first” –Angela Ahrendts When talking about employee engagement, the retention of employees is always a big topic and there are many ways and means which can help you improve your retention strategy. But what if we go one step further? What if we don’t just want our employees to be engaged, but embedded into the framework of the company?
Many companies with an open and value-oriented culture often have one thing in common: internal communication as a driver for employee motivation. Strong internal communication is not only important for obvious reasons, such as sharing information effectively, it also strengthens inter-departmental relationships, relationships between employees, as well as the relationships between employees & management. But what is internal communication exactly? Out of the many definitions we have come across, the most common one is by businessdictionary.