Assess the level of satisfaction of your employees and managers, on at least an annual basis. For the results to be meaningful and useful the assessment process should be anonymous, valid and reliable, and benchmarked to other businesses in your country. Implement any agreed solutions to improve future results in a transparent/participative process on schedule […]
Employee Satisfaction and Performance Read More »
Involve at least a cross-section of employees in developing your Business Growth Plan. Don’t forget to also develop the Vision, Mission and Values for your business, so that everyone knows what page they are supposed to be on. Regularly update employees on the progress against the Business Plan/ HR Plan and positively reinforce behaviour that
Employee Alignment Read More »
The starting point has to be measure where you already are. Ensure that your measurement process is anonymous (otherwise employees may not respond honestly, which makes the results meaningless) and that you are measuring Employee Alignment, Employee Commitment/Loyalty, Employee Satisfaction and Employee Performance. Your assessment tool needs to be valid and reliable and should be
Measure Where You Are Read More »
Employee satisfaction counts for 25% of your business’s performance, but it is not enough – and if that is your only focus it is unlikely to maximise your profit performance. Of course, many businesses are not even measuring employee satisfaction – so these businesses really have a great opportunity to measure and focus on the
Repeated studies over the past 10 years have shown that the business performance of organisations in the highest quartile of employee engagement scores outpace that of competitors. High employee engagement correlates with higher average revenue growth, net profit margin, customer satisfaction and earnings per share. HR Coach has been researching the significance of alignment for
How Engagement Ties to Performance Read More »