Podcasts about employee surveys

Send us a MessageIn this Solo Byte episode of Culture Change RX, Sue Tetzlaff discusses the importance and impact of trust and confidence in an organization's senior leadership. The episode explores the complexities of trust, its foundations, and how it can be built and maintained through consistent actions and relationships. Sue emphasizes that trust is essential for organizational growth and employee engagement, providing insights and strategies for leaders to foster a trusting environment.Trust is a complex, multi-dimensional concept.Improving trust can be challenging but is possible.Trust is a core human need.High trust organizations experience better collaboration.Trust in leadership is crucial for organizational success.Task trust and relationship trust are both important.Employee surveys can reveal trust levels in organizations.Trust can be built through consistent actions and systems.Learn more about creating a trusting workplace culture in a prior episodes:S1E9: A Trust Deficit Will Hamper Momentum and Undermine Progresshttps://www.buzzsprout.com/2315930/14859538 S1E18: Trust Builds as We Deliver on Plans and Goalshttps://www.buzzsprout.com/2315930/15193940 https://www.capstoneleadership.net/https://www.linkedin.com/in/suetetzlaff/

Each week, we bring you insights from industry experts to help you scale up your water treatment knowledge and operations. This week, we're thrilled to share strategies for effective customer and employee surveys based on a recent interview with  Brian Katarski, Vice President of Sales and Marketing at AquaPhoenix Scientific. Brian's extensive experience in sales and marketing makes him a valuable source of knowledge on how to gather and use feedback to drive improvement. How Important is Feedback? “Feedback plays a very important role in all relationships: employees, coworkers, even your spouse.” - Brian Katarski Feedback is a cornerstone of growth. It empowers teams to improve by increasing their knowledge and confidence. Brian emphasizes the necessity of not just collecting feedback but using it as a foundation for continuous improvement. What is Feedback? “The most important part of feedback is that we have to use it as a basis for improvement. You cannot collect feedback just to ignore it, or justify it away, or pretend like it doesn't exist.” - Brian Katarski According to Brian, feedback should be actionable. Whether it's from customers or employees, feedback needs to be addressed constructively. Ignoring or dismissing feedback is counterproductive. Instead, look each other in the eye and commit to acting on the feedback received. How Do You Build a Healthy Culture of Feedback in Your Company? “The biggest piece to it is if you want to encourage this long-term over time is you have to respond to the feedback. You can't just ignore it, right? You can't ghost it, or you can't just think it didn't happen. or say. you know. justify it away. You have to respond to it in a way that lets somebody know ‘I heard you. I understand. Here's what we're gonna do with that information now', right. And that way they and they now know that we care. That we want to hear what they have to say whether it's an employee or a customer. They know that we're going to listen to what they have to say, and they'll be more willing to share that information with us.” - Brian Katarski Creating a healthy feedback culture starts with demonstrating that feedback is valued and acted upon. Brian highlights the importance of responding to feedback promptly and constructively. When employees or customers see that their input leads to real action, they are more likely to continue providing valuable insights. “You've got to try some different tactics and different things to try to reach certain people. Sometimes it's a quick paper survey. You know, maybe as you're walking out. Maybe you send an email or a link with your service reports whenever you send those off on Fridays or whenever you do it. Just different ways to do it, maybe put it on an invoice you're sending off, maybe have your marketing team sending those out, but you'll kind of figure out the best ways to gather that information depending on how people do it.” - Brian Katarski Diverse methods of collecting feedback ensure that you reach a broad audience and gather a variety of perspectives. Whether it's through paper surveys, emails, links in service reports, or even feedback sections on invoices, finding the right approach for your audience is key to building a robust feedback culture. How Do You Start and Encourage a Feedback Process? “Build out a plan around what you want to gather feedback on. Start with the end in mind.” - Brian Katarski Brian advises beginning with a clear plan. Identify what specific feedback you need and how you will use it to drive improvement. By focusing on the end goal, you can design a process that ensures the feedback is both meaningful and actionable. “It depends on what you want to gather and from who. It's gotta be simple and quick.” - Brian Katarski To encourage feedback, keep surveys short and straightforward, aiming for 1-5 questions. Use a variety of methods depending on your audience—quick paper surveys, emails, or links in service reports. Formal methods and scheduled discussions can be employed when necessary. Track and trend feedback over time to pinpoint areas of improvement. “At AquaPhoenix, we celebrate feedback because it gives us a chance to learn and improve.” - Brian Katarski A culture that values feedback fosters continuous learning and improvement. By celebrating feedback, you reinforce its importance and encourage ongoing participation from both employees and customers. What Are Some Common Feedback Mistakes to Avoid? “Humility is key. Accept feedback and resist the urge to get defensive.” - Brian Katarski Brian stresses the importance of humility in accepting feedback. Early in his career, he struggled with defensiveness, but now he focuses on understanding the underlying issues and using feedback to drive improvement. "Every time I feel that weird reaction, that sort of tension, I ask myself: What's driving that? Where's that coming from? And 9 times out of 10, it's my ego. It's me trying to protect myself because I don't want to admit that we were wrong, I don't want to admit that something happened, I don't want to accept that feedback. I think that's the biggest thing I can tell you." - Brian Katarski By recognizing the role of ego and defensiveness, Brian has learned to embrace feedback as a tool for growth. This shift in mindset allows him to find valuable insights in feedback, even when it's difficult to hear, and to continuously improve processes and relationships. We hope these insights from Brian Katarski help you implement effective feedback strategies in your organization. Stay tuned for next week's episode of Scaling UP! H2O, where we continue to bring you valuable industry insights. Timestamps 01:00 - Trace Blackmore asks you to look for the things that give you butterflies in your tummy because you are doing something new and challenging 04:05 - Upcoming Events for Water Treatment Professionals 09:45 - Interview with Brian Katarski, Vice President of Sales and Marketing at AquaPhoenix Scientific 51:00 - Drop by Drop with James McDonald  Connect with Brian Katarski Phone: 717.465.7859 Email: bkatarski@aquaphoenixsci.com Website: www.aquaphoenixsci.com LinkedIn: linkedin.com/in/bkatarski/ linkedin.com/company/aquaphoenix-scientific/ Read or Download Brian Katarski's Press Release HERE Links Mentioned Episode 325 Episode 298 Free Legionella Resources Page Industrial Water Week Resources Page Marriage App, Paired Hooper's Crab House, Ocean City, Maryland Hubspot CRM The Rising Tide Mastermind Scaling UP! H2O Academy video courses Submit a Show Idea AWT (Association of Water Technologies) Drop By Drop with James In today's episode, we're thinking about BOD and COD. First, what do these acronyms stand for: BOD and COD? How are they measured? Is one of them always equal to or higher than the other? Why would BOD or COD be used in water treatment? What can impact the BOD or COD of a water? What water treatment can change it? 2024 Events for Water Professionals Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE.  

"I'll be the judge of that!" In this episode of the Job Judge, Karen discusses the widespread frustration among employees regarding the ineffectiveness of employee surveys and exit interviews. Despite many companies' good intentions, they often fail to act on the feedback received, leading to employee dissatisfaction. Karen emphasizes the importance of actionable surveys, shorter and more focused on specific issues, and the value of direct interviews over anonymous electronic surveys. She shares examples from her legal and HR experience, illustrating how neglecting survey feedback can result in legal liabilities and employee disengagement. Karen advocates for frequent, intentional surveys, genuine follow-up, and direct communication to improve workplace culture and trust. She concludes by addressing a trivial workplace complaint to highlight the need for resilience and discernment in addressing employee issues. The Job Judge Podcast is a podcast for anyone who works. This is not legal advice! Engaging and informative, it's a must-listen/watch for any manager, business owner, HR professional, or anyone who works. Relying on three decades of experience as an employment law attorney and HR Executive, Karen Michael uses real case studies in the news and navigates through the legal landmines and workplace dysfunction that we know is probably happening right now in your organization.

On the most recent episode of Actualizing Success, Kerry Wekelo, COO of Actualize Consulting, and Theresa Santoro, Global HR & Operations Director, reflect on their journey of shaping the company's culture and establishing a thriving workplace. They candidly share personal anecdotes about overcoming work-related obstacles and underscore the importance of trust, loyalty, and ethical leadership in empowering employees. Additionally, Kerry and Theresa offer valuable strategies for nurturing team members' personal and professional growth. Join them for an in-depth exploration of empathy, recognizing individual strengths, and the impact of meaningful connections in creating a flourishing work environment with actionable advice on empowering individuals to thrive in the workplace. Listen to learn more about:Building trust and fostering strong relationships with team members and colleagues Effective delegation to develop others and the challenges faced in doing soThe importance of ethical leadership and upholding values in challenging situationsSupporting employees in their careers and understanding their personal and professional aspirationsThe benefit of regularly gathering feedback and insights and how it contributes to a thriving work culture About Kerry Wekelo Kerry is Chief Operating Officer at Actualize Consulting. Her book and program, Culture Infusion: 9 Principles for Creating and Maintaining a Thriving Organizational Culture and latest book Gratitude Infusion, are the impetus behind Actualize Consulting being named Top Company Culture by Entrepreneur Magazine, a Top Workplace by The Washington Post, and Great Place to Work-Certified. In her leadership, Kerry blends her experiences as a consultant, executive coach, award-winning author, mindfulness expert, and entrepreneur. Kerry has been featured on ABC, NBC, NPR, The New York Times, Thrive Global, SHRM, Inc., and Forbes. Email: kelam@actualizeconsulting.com  About Theresa Santoro  Theresa is Director of Human Resources and Operations at Actualize Consulting. She has extensive experience managing daily business operations, including overseeing all aspects of recruiting operations, human resources, client management, employee management and training, and the complex initiatives that support a diverse international organization. Email: tsantoro@actualizeconsulting.com  Thanks for listening to this episode of the Actualizing Success Podcast! We hope you enjoyed the discussion and come back for more. In the meantime, don't forget to rate this episode and leave a review to let us know how you like it.   Website: www.actualizeconsulting.com    If you have any questions or comments, we'd love to hear from you. You can contact us at podcast@actualizeconsulting.com.     

In this episode, Ashanti Bentil-Dhue delves into the intricate world of employee surveys, with a specific focus on their crucial role in fostering an inclusive work environment. Ashanti shares valuable insights from years of working with numerous organisations, shedding light on both the challenges and opportunities that come with surveys related to equity, diversity, and inclusion. Through her firsthand experiences, she explores the resistance, anxieties, and misconceptions that leaders often exhibit towards such surveys, and how to navigate these difficult waters. She also offers her perspective on the importance of data transparency post-surveys and the need for well-researched, carefully constructed survey questions. This episode provides a unique blend of practical advice and in-depth understanding for HR professionals, leaders, and anyone keen to enhance employee experience and inclusion in their organisations. Tune in to gain a better understanding of the human elements at play when executing employee surveys and how to overcome the obstacles that may arise in the process. If you would like to apply to be a guest on the show email: operations@goodsoilleaders.com   If you would like to schedule a capability briefing call with our team, email: operations@goodsoilleaders.com    If you would like to apply for DEI PRO Coaching, email: operations@goodsoilleaders.com  Stay Connected with Ashanti:  LinkedIn: Ashanti Bentil-Dhue 

Employee surveys are an essential tool for organizations to gauge employee engagement and gain valuable insights into their workforce. By gathering feedback from employees through surveys, companies can assess various aspects of the work environment, including job satisfaction, work-life balance, and employee benefits experience. Melanie Tinto, chief human resources officer here at WEX, joins us to talk about how you can level up from basic engagement surveys to a comprehensive employee listening program.

In this episode: Tom Bradshaw, Dr. Destinee Prete, LindaAnn Rogers, Rich Cruz, Dr. Arieana Thompson, Dr. Martha Grajdek, Imani Nakyanzi, Dr. Matthew Lampe   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   Reference: Gallup (2023). State of the Global Workplace Report. Retrieved 6 July 2023, from https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx  

In dieser SAATKORN Podcast Episode sind functionHR Co-Founder und Managing Director Dr. Julian Süß und Dr. Daniela Datzer, zuständig für Customer Success & Employee Surveys bei functionHR, zu Gast.

Organizations frequently rely on employee surveys to gauge employee morale, engagement, and company experience. The data collection alone may not be sufficient to evaluate a company's diversity and inclusion efforts, however, if no initiatives are created to address issues such surveys uncover. In this episode we discuss the flaws that may lie beneath a seemingly successful DEI implementation based on employee survey feedback and best practices for ensuring that your team is genuinely culturally competent.Schedule an appointmentJim WoodsPresidentWoods Kovalova Group

This episode features highlights of past guests as they open up their playbooks and give advice on employee feedback, building culture through technology, getting a seat at the table, and measuring ROI.In this episode, you'll hear from the following internal communications leaders:Parag Kulkarni, CTO at SimpplrNatalie Ridsdale, Director of Internal Communications at Levi Strauss & CoMichelle Press, Director of Corporate Communications at Envoy SolutionsRajamma Krishnamurthy, Senior Director of HR Technology at MicrosoftWendy Pfeiffer, CIO at NutanixChase Warrington, Head of Remote at DoistKristin Hancock, VP of Community & Engagement at ICologyBeth Collier, Founder of Beth Collier ConsultingVictoria Dew, CEO of Dewpoint CommunicationsTina Hawkins, Senior Director of Internal Communications at NBAParalee Johnson, Senior Manager of Community & Content at SimpplrDebbie Gunning, VP of People at Human InterestBen Matthews, Senior Director of Internal Communications at NVIDIAMary Poppen, Chief Strategy & Customer Officer at involve.aiJason Anthoine, Managing Founder at AudacityPinaki Kathiari, CEO & Owner of Local Wisdom-------------------“I like actually asking people, ‘What did you think? How could we have done better?' I want that feedback because your playbook can be your playbook, but it needs to be somewhat flexible to understand what is hitting and what is missing in terms of the communications. I think getting that feedback is important as a communicator.” – Michelle Press“You're going to see a continued move towards more distribution, more flexibility in the workspace, more control over how you control your workday. Not just where you work, but when you work. As you embrace more asynchronous communication and a focus on outputs and documentation and things like this, sort of the core principles of remote work, you find that it's very easy to make the next leap, which is to something called the non-linear workday. Where you're basically able to choose when you work, not just where you work. And as long as you're delivering, then you're accepted as having done your work well.” – Chase Warrington“For a long time, we've talked about having a seat at the table. And sometimes I think, especially for communications, it's just like, be the table. You be the table. And then you have people come to your table. Stop waiting to get a seat at other people's table. You form the strategic imperative and have people come work in that way with you.” – Victoria Dew“The best piece of advice that I can give somebody just starting out in their career is remembering grace for yourself. I think it's really, really important. To what we spoke about earlier, about beating ourselves up and that pressure to get it right every time. If you can learn to give yourself grace and move on and learn from that, you will find yourself a whole lot happier in this field and able to contribute the awesomeness that you bring and the skillsets and the important value that's needed.” – Paralee Johnson“I think what's important about ROI is that comms does need to take accountability for making business changes. And in order to take accountability for it, we just need to know what that is. [...] I think the key metrics will always net out to, ‘Did we produce the outcome that we wanted? What are we going after? Are we trying to reduce turnover? Are we trying to increase productivity? Are we trying to reduce injury in the workplace? Are we trying to increase employee satisfaction?' Things like that, we want to really hook ourselves onto. And we really need to understand if we do do this, how do we know that we're making a difference? It's important to be able to know that. And it's important to be able to decide how many of these things we're going to tackle within a given period of time. So, the outcome should always be measurable.” – Pinaki Kathiari-------------------Episode Timestamps:*(01:16): Parag, Natalie, and Michelle discuss using surveys to collect employee feedback*(02:30): Rajamma, Wendy, and Chase discuss building culture through technology*(05:20): Kristin, Beth, Victoria, and Tina discuss getting a seat at the table*(08:08): Paralee and Debbie share internal communications career advice*(09:19): Ben, Mary, Jason, and Pinkai discuss measuring ROI-------------------Links:Connect with Amanda on LinkedInwww.simpplr.com/podcast

This episode features an interview with Natalie Ridsdale, Director of Internal Communications at Levi Strauss & Co. Natalie has spent the last 21 years refining her communication skills, starting out as a copy editor at newspapers and now managing employee experience at Levi's. In this episode, Amanda and Natalie discuss how internal and external communications can work better together, collecting employee feedback, and how Levi's is making space for employees to have tough conversations.-------------------“My number one piece of advice when I talk to people is, don't ask a question if you're not going to act on the answer. People need to know that you're going to take this feedback and do something with it. So, if you're asking something that gives people a sense that you might take steps to address it and you never planned on it, I think you're harming some of that trust in the relationship between you and the people that you're surveying. So make sure that you're asking about things you're actually going to take action on.” – Natalie Ridsdale-------------------Episode Timestamps:*(01:47): Natalie's background*(06:12): Segment: Story Time*(06:34): How internal and external comms can work better together*(07:49): Segment: Getting Tactical*(18:05): Dos and don'ts of employee surveys and feedback*(21:35): How Levi's holds tough conversations internally*(24:27): Segment: Seat at the Table*(26:57): How Natalie recommends change to leaders*(28:27): Segment: Asking for a Friend*(28:44): Natalie's advice to a first time IC leader-------------------Links:Connect with Natalie on LinkedInLevi Strauss & Co.Connect with Amanda on LinkedInwww.simpplr.com/podcast

Employee feedback or surveys add value, respect, and inclusivity to your company culture. Great Employee experience is about trust, performance, and equal opportunities, and one must understand employees' needs and work on them to make their employee experience great. Thus, employee pulse or feedback surveys help you improve the employee experience for enhanced engagement, productivity, and retention.

Should employers dictate whether to go back to 100% f2f work or a hybrid model? Is it right/ethical to make people get vaxed in order to return to work? Are all those video meetings every day helping our productivity? Do companies actually implement feedback from those mandatory employee surveys?    We discussed all that, and more findings from this nice summary work-from-home report courtesy of HubSpot at https://www.hubspot.com/hubfs/HubSpot%202022%20Hybrid%20Work%20Report_FINAL.pdf   TechEquity Collaborative's Contract Worker Disparity Project: https://contractwork.techequitycollaborative.org/     Resistance to masks and vaccines - 3:04 The case (and the data) for getting vaccinated - 6:20 Daree's remote interview experience (17 years remote) - 11:24 Remote-first companies and the case for remote/hybrid work - 17:22 HubSpot hybrid work report 19:40 Microaggressions against Black people & survey feedback about the workplace 22:58 The effect of multiple video meetings on productivity 31:52     Reach out at: @thecmonsonpod thecmonsonpodcast@gmail.com Voicemail: 757-204-5495  

Noah Pusey joins me. He is president and CEO of Ripple Analytics, a company that is redefining performance evaluations and employee surveys. We talk about curiosity, cooperation, traditional performance reviews, Goodhart's Law, GE, and Air Jordan.Support the show

Joseph R. Folkman, Ph.D.Joe Folkman is co-founder and President of Zenger Folkman, a firm specializing in leadership and organizational development. He is a highly acclaimed keynote speaker at conferences and seminars the world over. His topics focus on a variety of subjects related to leadership, feedback, and individual and organizational change. As one of the nation's renowned psychometricians, his extensive expertise focuses on survey research and change management. He has over 30 years of experience, consulting with some of the world's most prestigious and successful organizations, public and private. A distinguished expert in the field of measurement, his unique surveys and assessments are designed utilizing a database comprised of over a million assessments on over 110,000 leaders. Because these tools specifically address critical business results, facilitating development and change is the main focus of measurement efforts. He is the author or co-author of ten books: Turning Feedback into Change, Making Feedback Work, Employee Surveys that Make a Difference, The Extraordinary Leader, The Handbook for Leaders, The Power of Feedback, The Inspiring Leader, How to be Exceptional, SPEED—How Leaders Accelerate Successful Execution and The New Extraordinary Leader. Joe and his family reside at the base of the Wasatch Mountains in Orem, Utah.

Employee Surveys - Dos & Don'ts EPISODE 69 | Guests: Elizabeth Williams & Andrew Brown, founders of the Academy of Business Communications Employee surveys are a longstanding tool in the management and communications arsenal. By getting direct feedback from your workforce, you can find out what's working, what's misunderstood or unclear, and what improvements your employees feel you need to make. But asking vague questions, crowding surveys with lots of junk and not updating your surveys to reflect current realities can do more harm than good. Also, if your surveys are too infrequent or employees don't see any action afterwards, you can weaken the employee engagement you were trying to boost.   In this episode, employee communications experts Elizabeth Williams and Andrew Brown walk through the potential and pitfalls of employee surveys, what can happen when they're done well and the dangers of doing them badly. - Find out when employee surveys are a good idea, and when they're not - Learn how to focus surveys and avoid "might-as-well-itis" - Find out how often to survey employees (it's more often than you think) - Understand the importance of focus groups and middle managers - Discover how to set and meet employee expectations around surveys Get the full transcript HERE Get more advice and free tools on the Academy of Business Communications website

 In HRchat episode 313, we delve into ways to influence leadership behaviors in order to drive organizational outcomes with continuous feedback. Listen as we also consider how to better measure behaviors to create a corporate culture of feedback and accountability. Bill Banham's guest this time is Alexander Schwall, Ph.D., Co-Founder and Chief Science Officer at Rhabit Analytics.Alexander holds a PhD from Pennsylvania State University. Before founding Rhabit, he worked in HR consulting, where he gained a profound understanding of the needs and expectations of Talent Leaders. He also worked in Research & Development, developing products that are scientifically sound while delivering an excellent experience to employees and HR users alike. He now uses his expertise in Industrial/Organizational Psychology to ensure that Rhabit uses sound measurement and solidly rests on scientific principles. His motivation is to deliver meaningful and valid data.Alexander also guides all product implementation with Rhabit's clients and consults them on how to analyze, understand, and use their Rhabit data.

Surveys have become very common, and it can be annoying. But are surveys worth doing? The short answer is yes, but it depends. It turns out there are a number of best practices that have to do with surveys and how to make them a useful tool for management, leadership, and overall organizational development. In this episode, we discuss: - Should you do a survey - Top items to keep in mind if you are going to do a survey - Implications for people, leaders, and organizations Links and Other Information - Infographic about employee reactions to surveys: click here - Steven Rogelberg: survey expert and meetings researcher  - All episodes of The Indigo Podcast - Like us on Facebook - Follow us on Twitter

Participate in your company surveys! The equivalent to vote and voice your opinion at your company. Our disappointment with Daniel Cameron & toxic tokenized leadership. Forming employee coalitions and we talk about more diversity illusions.

Jim shares some of the questions from an employee survey conducted at his club. We discuss the importance of collecting this information and how to respond to it.

YES!!! Sign me up for OSW Daily Newsletter: https://89145b5d.sibforms.com/serve/M... Check out Tsu - a new social network - join with this exclusive invite https://tsusocial.page.link/Qy4JAuk9D... For any content, you contribute to the community you will earn money 50% on any ad revenue Tsu generates on your content. Let's build a great network. #workforce #realestate #cre Siemens's new remote work policy is a master class in emotional intelligence https://www.inc.com/justin-bariso/thi... Companies have new and better ways to ind out what their workers are thinking - It’s Time to Get Rid of Employee Surveys https://www.wsj.com/articles/its-time... Learn more about Open Sourced Workplace here: https://www.opensourcedworkplace.com/ Find your next Service Provider here: https://www.opensourcedworkplace.com/create-service-provider-profile Facebook Signs Lease at Vornado’s Farley Building in Manhattan https://www.bloomberg.com/news/articl... Covid will force us to reimagine the office. Let's get it right this time https://www.theguardian.com/commentis...

Organisations invest thousands, hundreds of thousands, millions of dollars, pounds, euros annually on training interventions. Time and time again I’ve seen organisations invest in the wrong things and for the wrong reasons. Very often the people who commission training are not the people who understand the training or benefit from training.  We both know that Training often is incorrectly assumed to be the fix for a range of structural and behavioural problems.  As training providers, we want to be sure that what we are delivering is not just a product, but a solution.  What we should be doing more of is helping our clients to clarify what they really need help with right now. We’re not talking about post - training evaluation. We’re focusing on the kinds of surveys we don’t do enough of - pre-training surveys. Thankfully there are lots of tools which can help you to conduct employee surveys. Today I’m going to outline how employee surveys can help your training business and your client, and how to do them! Check out the episode now!

Employee satisfaction and opinion surveys are a great place to start for companies really seeking to understand the experiences of employees, particularly minorities. Often overlooked, ignored or written off as diatribes from disgruntled employees, these surveys may hold a treasure trove of data and personal anecdotes outlining issues - some of which go back many years - that reflect company culture. In this solocast, Angela discusses the value of reviewing the data and shares another helpful tip for making real change and ensuring that black voices matter in your organization. Want to reach Angela? Send an email to angela@changeagentcommunications.com. 

My guest today is Dave D'Arcy - the Senior Director International Care and Tech Support with Vonage. Dave very candidly shares his initial first job in the industry - where all he knew was “wanting to wear a suit” and how he ended up starting up what we now would call a customer retention campaign for his then employer. 

Dave went on to live and work in a number of countries including India, South Africa, and some European Countries before taking up the role with Vonage. 

 The main topic we discuss today is Employee Engagement and Employee Surveys. We all do them, have to do them - yet really - what do we actually do with the results? 

Then we move on to the Glitter and Glory of the European Contact Center Awards! A ‘must-see' and ‘be-on' for everyone in the industry. Dave shares with us why he entered the competition in the first place, what happened after he didn't win first time round - and how he ended up winning! 

 In this interview - Dave shares all his wisdom with us - and gives some great tips on how too keep the light on in the Contact Center world! 

 Links: 
LinkedIn: https://www.linkedin.com/in/davemdarcy/
 Twitter: Davemdarcy
 Vonage: https://www.vonage.com/

 My Podcast is produced by: https://www.unavoided.com

When I was at Disney, cast member surveys brought to my attention some perceived me as playing favorites. It was like a gut punch to get the information. But you know what? They were right. When I reflected on the feedback, I realized I did Immediately, I change my behavior. I sat next to different people. I sought out different opinions.  Over the next couple of years, my scores improved.  The key to employee surveys is to change your behavior to change the ratings.  Don't get defensive. If you do, employees will never tell you anything again.  The purpose of feedback is for you to get better.  Employees and customers know everything you need to know to get better.  As a leader, your job is to give your team the resources and support to take care of the customer. It is not about you. It is about your team.  If you want more accurate employee surveys, follow these guidelines.  Don't ask for feedback unless you want the truth. If you just want employees to tell you that you are doing a great job, you are doing it for the wrong reason.  Keep it anonymous. Employees are more willing to tell the truth if their name is not attached to what they say. Otherwise, they fear retaliation.  Do not try to figure out who said what. Resist the temptation to get to the bottom of it when someone says something negative about you. Take it as an opportunity to get better.  Take action on the feedback you get. The most effective way to get accurate survey results is to actually take action on the feedback you get from employees. Once they trust you, they will open up more. 

Employee survey are among the most commonly used approaches in HR. The classic idea is to ask everyone everything so that all people work on almost anything. This episode proposes an alternative view, that is more focused on what really matters for selected stakeholders. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Employee survey are among the most commonly used approaches in HR. The classic idea is to ask everyone everything so that all people work on almost anything. This episode proposes an alternative view, that is more focused on what really matters for selected stakeholders.You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Creating effective measurement tools is an integral yet sometimes confusing piece of any wellness program. Today’s guest, Jirs Meuris, is back to help demystify the steps to planning and implementing an effective survey. Jirs is an assistant professor in the Management and Human Resources Department at the University of Wisconsin-Madison and serves as a faculty affiliate at the Institute for Research on Poverty and the Center for Financial Security. He has conducted research in affiliation with numerous universities, health care companies, finance and transportation industries. Jirs has been featured in the Wall Street Journal, Bloomberg, and the Washington Post as well as appearing on radio and tv programs including NPR’s Marketplace. In this episode, Jirs shares some of the biggest mistakes people make when creating surveys, the challenges to maximizing utility, as well as the most effective ways to incentivize surveys. He explains the psychological safety of anonymous surveys, as well as the rapport and trust that must be present to get honest answers on a survey that’s not anonymous.  Jirs touches on determining survey content and deciding on formatting - both relating back to the overall goal of the survey - and the importance of getting management buy in. Lastly, he discusses his method of implementation including reminders and shares with us his main takeaways for developing effective measurement tools. This episode is sponsored by Realize Wellbeing.  Realize Wellbeing is a corporate wellness consulting and training powerhouse on a mission to help companies understand how they're impacting their own employees' wellbeing. They are dedicated to transforming workplaces into businesses that exude energy and innovation through their vibrant, thriving people. Owner, Maggie Gough gets a lot of requests from workplace wellness and HR practitioners who want a fresh perspective on their work and increased capacity for organizational change. In order for Maggie to reach more organizations, she is now offering a brand new Train the Trainer program.  This 4-week course equips you to bring their innovative strategy to your workplace and also help you expand your efforts beyond health promotion. This course will help you develop new strategies for your company, using the science of self-determination theory and micro-influence. With this new offer, you’ll receive two trainings to deliver to your employees, two fully developed campaigns, a measurement tool, plus four 1:1 coaching sessions with Maggie to support you in implementation.  The April session has limited availability, sign up today! Go to www.RealizeWellbeing.com or contact Maggie directly at mgough@realizewellbeing.com For links mentioned in today's episode visit: http://bit.ly/Redesignpod To join the Redesigning Wellness Community visit: https://www.facebook.com/groups/rdwellnesscommunity/

We increasingly expect a similar experience at work as that we enjoy as consumers. This coupled with advances in technology and the growth of people analytics has seen a surge of growth and innovation in the field of employee experience and surveys. With growth comes noise. How often should I survey my workforce? Is it time to ditch the annual survey? What about survey fatigue? How do I combine surveys with other data and analytics? These are just some of the areas I cover with today's guest on the podcast, Sarah Johnson Vice President of Enterprise Surveys and Workforce Analytics at Perceptyx. Sarah is an IO psychologist who has been in the survey research space for 35 years and combines her wealth of experience with an exciting vision for the future. In our conversation, Sarah and I discuss: Why survey research is the most strategic thing HR can do We talk about the huge shift in how companies are approaching surveys, incorporating analytics and identifying actions to drive the employee experience We look at the link between employee experience, customer experience and business outcomes Sarah provides examples of the work Perceptyx has delivered to its client base which includes the likes of Google, Apple and Facebook We explore why text is the final frontier for surveys We look into the crystal ball like we do with all our guests and ponder what the role of HR will be in 2025 This episode is a must listen for anyone interested in employee experience the role of people analytics and the insights and outcomes that can be generated through the intelligent use of surveys. Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com.

Guest: Leigh Stringer, workplace design specialist and bestselling author of The Healthy Workplace: How to Improve the Well-Being of Your Employees — and Boost Your Company’s Bottom Line In a recent UnitedHealthcare study, 70% of employees expressed interest in taking proactive steps to improve their health. As we settle into 2018, we look at the new trends and best practices your organization can incorporate into health and ergonomics initiatives throughout the year. In this episode of HR Break Room, hosts Caleb Masters and Braeden Fair talk with Stringer about: the rising investment in employee mental/emotional wellness programs how these programs resonate with the growing millennial workforce the role physical space and best ergonomics practices play in nurturing a healthy and productive work environment how sustaining a solid wellness program starts with changing an organization’s culture Learn more about communicating your wellness and ergonomics initiatives to employees in our Drive Performance with Employee Surveys white paper.

What is the best way to make sure agencies are getting the most out of the data that comes from the Federal Employee Viewpoint Survey and other surveys like it? To find out more, Federal News Radio's Eric White spoke with Mallory Barg Bulman, vice president of Research and Evaluation at the Partnership for Public Service, on Federal Drive with Tom Temin.

Guests: Jessica Miller-Merrell, Founder of Workology.com Tony Puckett, attorney at McAfee & Taft Sexual harassment has dominated headlines lately. Following recent allegations of sexual harassment and assault that led to the firing of film producer Harvey Weinstein, organizations all over the country are taking note. What can HR and organization leaders nationwide do to prevent sexual harassment and create a safer workplace for their employees? In this episode, Jessica Miller-Merrell and Tony Puckett join the HR Break Room to discuss: the consequences of failing to create, implement and enforce a sexual harassment policy covering all employees how legal and HR can work together to review and revise sexual harassment policies that can be enforced consistently from the top down why it is important to create a culture that encourages a safe atmosphere for employees   Learn more about communicating with your workforce with our Drive Performance with Employee Surveys infographic.

Guest Host: Adam Smiley Poswolsky, Author of The Quarter-Life Breakthrough According to Pew research, in 2015, the millennial labor force surpassed Generation X as the largest in the workforce. Understanding their needs will be critical in motivating and retaining the employees of today and the future. Adam Poswolsky, author of The Quarter-Life Breakthrough, joins HR Break Room for a special two-part conversation to discuss the needs and demands of millennials in today’s workplace. In part one of this HR Break Room conversation, you will learn: the importance of giving millennials a purpose-driven culture why it’s better to create a transparent workplace environment that’s open to new ideas how easy-to-use technology is essential to attracting and retaining the very best millennial workers Learn more about communicating with employees in our “Drive Performance with Employee Surveys” infographic.   Thank you for listening! Please RATE, REVIEW and SUBSCRIBE. Follow the HR Break Room on Twitter @Paycom Like us on Facebook @Paycom Learn more at paycom.com/hrbreakroom