The Top 10 Signs Your Employee Survey Needs to Change!
Interview with Curt Coffman, co-author of First, Break All the Rules and Follow This Path.
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Comment by Ethan Bondelid on October 9, 2009 at 2:26pm - Thanks Jason. I hope it was helpful on your mission to creating a better place to work for everyone. Out of curiosity, what have you found effective in making an impact after the survey is completed and you start development?
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Comment by Jason G. Legere on October 9, 2009 at 1:46pm - Thanks very much. We're in the midst of trying to determine the best way to measure engagement and if our current method really works for us. This gives some great food for thought. Cheers - Jason
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Comment by Doug Shaw on September 23, 2009 at 8:23am - Thanks for posting this Ethan. Haven't watched it for a little while and it's given me a few useful reminders. Particularly like the too many questions point and the one about do same, yet expect different. Thanks - Doug
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The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
I'd appreciate hearing from others on best practices regarding the frequency of employee engagement surveys. I've seen lots of debates on what is the best interval to use for regular measurement and it wouuld help if you could share how often you do…
Be sure to understand what your employees are 'engaged' with; ie. their job, work group, direct manager, the leadership, the company...
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