Employee engagement surveys have been pitched as anonymous for as long as they have been around.I have seen organizations where employee information is not captured in any form (not even by coded numerical) and is truly anonymous. I’ve also seen organizations where employee data is captured and held secret by the survey administrator, thus making … Continue reading Engagement surveys: confidential vs. anonymous
Tag: employee engagement
What do we do about time-off?
Removing the limit on any kind of time-off requires a mind shift and needs as much attention as any change management initiative. Given that, we are terrible at any kind of change management, it’s only natural that we don’t get it right in the first attempt. Don’t let that stop you.
CEO for a day
Remember the time when some wise HR person had prophesied that employee engagement levels will soar if select individuals were allowed to take on the role of a senior executive for a day? The program probably went by the name of ‘One day as CEO’ or ‘One day as VP’. I had forgotten all about … Continue reading CEO for a day
Abandon Anonymity in Employee Surveys?
I love the folks over at Fistful of Talent. So much so that I even wanted to write for them; but that’s a different story. I love how they question everything & suggest the improbable. (Note: I didn’t say impossible). So, when earlier this week when Jason Laurtisen suggested that we abandon anonymity in the … Continue reading Abandon Anonymity in Employee Surveys?
At what cost?
This may be specific to the Indian IT industry but it is something is absolutely disagree with. Very recently, I heard one of my friends rant about how her Project Manager had sent out a mail to the entire department announcing the delivery of their project 20 days ahead of time. This manager got tremendous … Continue reading At what cost?
Press On!
(An open letter to the employee who inspired me today.) Dear XYZ (name changed to maintain confidentiality), I logged in today to find you being publicly denounced by many for an idea that you had pitched and put into action. You were one of the few who dared participate in our idea generation contest and … Continue reading Press On!
This expires NOW!
Almost 60% of our policies have not been revisited since their conception and another 10% have been kept aside for review; the date of which keeps moving from month to month. Employees don’t take very long to figure out that the reimbursement value you put down in 2001 hasn’t been revisited yet. Why not? We … Continue reading This expires NOW!
Recognition? What?
HR giants have been tom-tomming about recognition for a long time now. Recognition quickly then translates into rewards which then ends up with your organization rolling out yet another “recognition” mechanism. We are bombarded by statistics surrounding recognition all the time ‘80% of employees claim that recognition is a strong motivator of work performance’ (http://www.businessinsider.in/10-Reasons-Your-Best-Employees-Are-Leaving-You/10-Reasons-Your-Best-Employees-Are-Leaving-You/slideshow/40318344.cms) … Continue reading Recognition? What?
The Evil tracker
Remember the last time I talked about time tracking? Well, my company has gone ahead and got it installed for all employees and now we have this application ticking away and tracking every move we make (almost!). Now employees should appreciate us helping them be more productive, shouldn’t they? Employees should be throwing their arms … Continue reading The Evil tracker
The dreaded Bell Curve again!
It’s the time of the year when your employees are at their lowest productivity level (well, most of the employees). It’s also the time of the year when no one would dream of conducting their employee satisfaction survey (obviously!). This and a few resignations; all because of your performance management system. Shouldn't something this important leave … Continue reading The dreaded Bell Curve again!
The HR Business Partner Story 