A Pulse Survey is a short and timely engagement survey sent to employees to help organizations gain information and clarity about the employees' well-being and satisfaction at the workplace. Ultimately, pulse surveys help improve employee happiness, satisfaction, and employee retention.
Let's create happy, healthy workplaces together.
A Consumer Goods Company located in Bangkok, Thailand, faced people challenges during the Pandemic, particularly employee engagement challenges. Management were not happy to learn that these challenges were hindering growth opportunities and having an affect on company performance and revenue.
Engagement surveys, feedback forms, and suggestion boxes are popular feedback tools to listen to and understand employees. The problem is that these tools attract critical input by design.
Our workplaces have changed. We continue to experiment with new ways of work. Business leaders must lead the initiative to measure and manage organizational health.
Employee engagement is usually targeted towards HR. However, research has shown that managers account for more than 70% of the variance in employee engagement. This is because managers fill in the roles HR cannot: the roles of personalizing relationships, connecting with, and empowering employees.
Studies show that culture fit and feeling valued at work affect employee well-being, with culture fit most important.
Our studies show that receiving recognition helps employees appreciate the support they receive from others and triggers them to give recognition too.
The transition to working from home has been challenging for most. Work stress is at an all-time high, impacting mental health and productivity significantly. This WFH "experiment" isn't a short-term exercise that we can voluntarily leave.
Our study shows that active managers lead teams with 5x higher eNPS than teams led by non-active managers
Our study shows a strong relationship between the amount of recognition an employee receives and their happiness at work.
A culture survey is a tool used to assess and measure the beliefs, values, norms, and overall work culture of an organization. It is designed to assess whether an individuals values and beliefs align with that of an organization.
Assessing soft skills can be challenging as they are often subjective and difficult to measure. Here are some ways to assess soft skills in the workplace.
While hard skills are necessary for specific job tasks, soft skills, also known as human skills, are becoming increasingly more important in today's workplace.
In this blog post, we will provide the definitions and examples of hard skills and soft skills.
In this blog post, we'll explore some strategies for addressing these issues and creating a positive and productive workplace.
Hard skills and Soft skills are often used these days and ages, but what are the differences?