Posts Categorized: Engagement

filed under Engagement

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How to Set Goals on Purpose

The SoapBox Goal Setting Guide (with worksheets!) came to life in the summer of 2016, as part of our annual company retreat to Algonquin Park. One of the things we wanted to do at the retreat was put some focus on the personal development and growth of our employees.

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filed under Engagement

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What Should Replace the Employee Engagement Survey?

It’s time to rethink the employee engagement issue. The change we need to make is to redefine engagement beyond an annual HR measure to a continuous, holistic part of an entire business strategy. Here are a couple things we all know:

So if the employee engagement survey is dying, but employee engagement is critical to performance, what should we measure?

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filed under Engagement

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How Employee Feedback Impacts Engagement

Employees who receive helpful, continuous feedback from managers not only work better and are more motivated, but they’re also much more engaged.

A survey conducted by leadership trainers Zenger Folkman that looked into the feedback practices of 22,000 leaders around the world found that leaders who scored in the top 10 percent on giving feedback had employees who were three times more engaged than employees with leaders scoring in the bottom 10 percent. Unsurprisingly, the study also revealed that the bottom 10 percent of leaders had employees who were three times more likely to think about quitting.

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Engaging and Motivating Employees: Reward vs Recognition

The challenge of motivating employees to perform to their full potential is one that every workplace faces. Managers can feel that their staff would be more productive if they were more committed, while employees typically feel overworked and undervalued. So what are the best methods to increase employee engagement and encourage them to bring their full selves to work every day? Looking specifically at rewards or recognition, which is better? The answer of course is that it depends.

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filed under Engagement

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10 Ways to Make Your Company the Best Place to Work

With companies like Google and Facebook raising the bar in terms of being “cool” places to work, other organizations are placing more of an emphasis on making their workplace a great one. But to really have a great workplace that employees look forward to coming into every day, you need to go beyond cool offices, perks and unique benefits.

Here are ten of the best practices we recommend.

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filed under Engagement

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Why Your Employees May Not Trust You

If you’re in a leadership position, ask yourself: Do your employees trust you? How confident are you? Several recent studies point to a widening trust gap between employees and leadership. These studies show that as leaders, we may be overconfident in how much trust we’ve earned with our employees. And of course, this is alarming news because trust at work is so closely linked to engagement, collaboration, and ultimately, an organization’s ability to achieve its goals. So let this be a wake-up call to re-examine trust at work for your team and your organization and what it takes to improve trust. There are several factors that underpin building trust, but perhaps most important is transparent communications between leaders and employees. Read more

filed under Engagement

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Quantifying the Impact of Employee Engagement With the Service Profit Chain

The Service Profit Chain is a theory and business model evolved by a group of researchers from Harvard University in the nineties. The main conclusion is that loyal customers are the result of loyal, engaged employees. Furthermore, leading service organizations are using the model to quantify the impact that loyal, engaged employees have on the bottom line. They’re accomplishing this by looking closely at each step of how their organization creates value for customers.  Read more

filed under Engagement

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The Inverted Org Chart: Putting Employees at the Top

The traditional hierarchical view of organizational structure lends itself to a style of leadership where division of labor, chain of command and top-down communication dominates. While an org chart with the CEO/President at the top may still have its place, we believe that the way organizations should increasingly operate is with empowered employees playing a more prominent role in taking ownership of success. Employees should have the clarity and autonomy to decide which work will deliver the best results. They should be enabled to collaborate across hierarchical levels to get the support they need to be successful. And employees should be able to assume leadership as much as the management team. We believe this is a key new paradigm for a more agile and engaged organization. Read more

filed under Culture, Customer Experience, Engagement

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Small Ideas Part 4: The Unsung Hero of Employee Engagement

As we noted in this blog post, it’s difficult, if not impossible, to predict customer behavior. Without a process for soliciting, reviewing, and evaluating customer insights on your product, you’re limiting your organization to sophisticated guesswork. It’s for that reason that we’ve created a system to help understand how customers are responding to SoapBox.

To solicit feedback from our customers, we provide them with access to a customer-only SoapBox. In addition, we leverage our Customer Success team, who have frequent interaction with our customers, to communicate their insights by sharing them on our internal SoapBox.

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