Exit interviews are standard fare at many organizations. Whether you find them helpful or you dread them, you understand that the purpose is to glean useful feedback from departing employees about ways your company can improve. The exit interview is an important tool for gathering insights that people might otherwise be hesitant to share. After all, a departing employee has no reason not to be completely honest with you.
But what if you could glean those same vital insights before an employee is ready to walk out the door? That’s the power of stay conversations.
Online learning is making its way into many organizations' recognition strategies. It has potential to help increase employee engagement, but in order to do so, it needs to be approached in the right way. Roy Saunderson, Chief Learning Officer at our sister company, Rideau, offered tips to help employees maximize their online learning experience by removing outside distractions. Here, we share his blog "Breaking Free From Multitasking with Online Learning."
Recognition has always been an important strategy for employee engagement, but recently we have seen a shift in culture that emphasizes the positive impacts of recognition for business outcomes. According to our2018 Trendicators Report, 89% of employees believe that strong recognition programs improve engagement. However, there are still gaps between what employees would like to see in their companies’ recognition programs and what companies actually offer. For example, 70% of employees would like to have a choice of rewards, but only 38% of companies offer this option.
Few variables have greater influence over employee productivity and retention than the relationship between employees and their immediate supervisor. However, until now, what employees want most from their managers has not been the subject of concentrated and comprehensive scientific analysis.
What Employees Want Most From Their Managers presents an overview of the results and actionable takeaways from a decade-long investigation by Dr. Jack Wiley, Ph.D., Engage2Excel’s chief scientific officer. This research involved more than 100,000 survey participants and represents 26 countries, all major job titles and three generations across all major industries.
