Blog, News and Ideas

Taking Employee of the Month Too Far…

This blog post concentrates on the main ideas and thoughts shared by the two big names in the employee engagement world – David MacLeod and Nita Clarke.

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Happiness At Work

Action For Happiness has officially launched with a new pledge “I promise to try and produce more happiness in the world and less misery.” It’s a positive movement and one I wholeheartedly support. I’m a great believer in finding time to spread a little goodwill – both in my personal life and in my professional life too. I run a business where I offer people advice, provide information and (sometimes) sell things. All ...

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The Grand National and Teamwork

OK, managers, get this. Let’s be straight right from the start. I am not in any way suggesting that you spend your team’s personal development budget on a trip to Ladbrokes on Saturday morning, place a bet on the horse with the name a bit like your Auntie’s cat’s nickname (because that’s a “sign”) all in the vain hope that you’ll get lucky. Just thought I should say this ...

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Female-Bias at the Top of the Best Companies List

UK’s Best Companies To Work For – Another Angle (part 2) The list of the UK’s 100 Best Companies To Work For 2011 was published recently. Last week I dissected the list and looked at the different industry sectors that were represented in that list. If you haven’t read that blog post, have a quick look here: Best Industry To Work In This post deals with the gender question

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Best Industries To Work In ?

The UK’s Best Companies To Work For – A Different Angle (part 1) The list of the UK’s 100 Best Companies To Work For 2011 was published last weekend. Since then, there have been hundreds of blog posts and thousands of tweets and other social media updates linking to the list and picking out a single fact from the process. So, I thought I’d do something a bit different. I took the list of the Top ...

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Best Companies To Work For 2011 – Preview

It’ll soon be time for the publication of this year’s Sunday Times Best Companies To Work For lists. They normally appear in late February / early March – spread over a few weekends. I’m lucky enough to work with a few organisations that have appeared and still appear in these lists. I know that they find their inclusion in the published lists to be highly useful in terms of their recruitment strategy. Being able to badge yourself as one of the ...

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9 Ways to FAIL at Staff Survey Feedback

It’s common practice for organisations to put all their effort into developing and conducting the staff survey and then pull together the feedback sessions in a rush, with little or no planning or thought. This is a big mistake. Here are 9 ways you can get the feedback process wrong. 1) Spend a long time analysing the data and producing the reports, feedback and presentations… in fact so long that staff have forgotten about the staff survey Speed of turnaround is important. ...

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Basic Staff Survey Analysis

Some people are strong swimmers. Some splash about a bit, but do manage to get across the water eventually. Others feel like they are drowning, give up far too quickly and run back to the changing room. How do you feel when you’re faced with a massive pool of staff survey data ? Confident ? Wary ? Overwhelmed ? When I’m working on behalf of a client, I look after all the analysis and ensure that I translate the data and ...

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Your Staff Survey Brand

Time for a confession. I once worked at an organisation where every 12 months or so an A4 sized, black and white, paper survey booklet would be placed unannounced on my desk, ready for me to see first thing in the morning. Back then (in the pre-web ‘stone’ age), staff surveys were a pretty dull affair. No pomp, no ceremony – almost an apology as the time arrived for the survey to start. Worse still, no communication about why the company ...

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The Right Way to Use Open Questions

Most of your hard work and effort has been rightly spent on crafting the closed question items in your staff survey questionnaire – the ones which ask people to respond on a scale of “agree” to “disagree”. After all these will form the bulk of your survey. They are the backbone of the survey. They provide the quantitative black and white data that makes your survey talk. But they don’t provide its tone of voice or show how loud it is talking… The ...

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