4Cs Blog: Happy Employees = Happy Customers

Or You Could End Up Worse Off Than Before

The worst thing you can do is survey your employees and then do nothing.

It is cruel to ask for people’s opinions and then ignore them. You raise expectations and then let everyone down, which can be interpreted as being demeaning and disrespectful. Hardly the way to get behind a commitment to employee engagement and a sure-fire way to alienate your team.

Step back and let’s remind ourselves that the primary reason companies conduct employee survey or feedback surveys in the first place is to achieve better performance. That’s because when employees and managers get together to discuss survey results, their conversations lead to action plans. And successful action plans have a direct and positive impact on engagement, retention, productivity and profits, and they help reduce turnover and costs as well.

Shift Your Complainers into Your Most Loyal Employees 

In our personal lives, loyalty, or lack of loyalty, is often a deal breaker but we know it doesn’t work that way in business and especially in the places where we work. You can be disloyal to your organization and still work there, alongside someone else who is utterly devoted and loyal. In fact, if you assess your employees, you can usually see there is a mix of people who love working for you and people who hate it, along with every feeling in between.
After surveying tens of thousands of employees every year, we have found that there are basically four kinds of employees that exist in nearly all workplaces across North America, ranging from very loyal to not loyal at all. Each group has its own unique characteristics and each group represents a similar proportion of people across organizations. What is very cool about this matrix is that there are some employees who can actually shift from being your loudest complainers into becoming your most truly loyal employees. Imagine what that shift means in terms of retention, morale, employee engagement and productivity.

Do you ever wish employee engagement came with a recipe you could follow for success?

It is frustrating, it is complex and it is not very well understood. We know that the key ingredients include ensuring employees feel that they are recognized and rewarded for their work, that they have opportunities to learn and grow, that their work is respected and that they can make suggestions and be involved in their work and with the organization but how do we get these to connect and create engaged employees?

It has taken us a long time and a lot of experimenting to create a no-fail recipe for employee engagement, and unlike Colonel Sanders, our recipe is not a secret. The employee engagement recipe is really made up of only one single ingredient, people, but how the recipe, or the people will turn out, or how engaged your employees are, is completely dependent on how committed you are to them. Do you treat them fairly, show concern for their well being and do you trust them to do their jobs?

That are ruining your company!

 Across North America, employees from warehouse floors to hi-rise boardrooms share some fundamental work issues. After conducting thousands of employee surveys, we have found that if people don’t feel they are managed well you might as well be holding the door open as they leave. Some of them you might be better off without but many will be your top talent, the ones you should be keeping. Sadly, you yourself could be the one pushing people out the door and not even realize how you are contributing to the problem.

And Conquering those Monday Blues

You might assume because we are an employee research company that we are dedicated to finding new and different ways to write about employee engagement. Well that is true but we also care about the people who work, not just about how they connect to their work. Instead of another article about engaging employees and increasing productivity, we want to focus on you and how you feel about your work. You really do come first, since without you there would be no employees in the first place!

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