Powered by DSI Logo

© 2018 Data Solutions International, Inc. All Rights Reserved.

Privacy Policy  |  Terms of Use |

 

White Papers

 

Interrested in learning more about employee motivation, employee relations, and leadership development? The Data Solutions' collection of white papers will provide you with the knowledge you need to be successful with your Employee Engagement Survey or 360 Feedback program.

8 Tips to a Successful 360 Degree Feedback Program

​As of 2003, 90% of Fortune 500 companies use 360 Feedback, or multi-rater feedback. Several studies indicate that use of 360 feedback helps to improve employee performance because it helps the evaluated see different perspectives of their performance. Through the use of 360 Feedback programs, organizations have the ability to give a gift to their employees – the gift of seeing themselves through the eyes of others. The potential of this gift excites many and terrifies others. Crafting good 360 content is critical to fulfilling the promise of the program and calming any fears it creates.

5 Tips to Build a Successful Communication Strategy

Studies have found that survey response rates markedly improve when pre-survey communications are delivered to potential respondents prior to survey administration. Once the decision has been made to conduct a survey, inform all management personnel about the purpose of the survey, anticipated timelines, their role in the survey process, and how confidentiality will be ensured. Informing managers before all others allows them time to plan and prepare for employee questions. It also reinforces the fact that they are important players in the process. Some organizations put together “FAQ” sheets or “talking points” to help managers with the communication about the survey to their em­ployees.

Dear John: A New Look at Why Employees Leave

24% of employees in the United States would fire their boss if given the chance. As talent management professionals strive to balance the changing needs of baby boom employees with evolving expectations of younger employees, talent retention has become more complicated than ever.  To retain top talent, competitive companies need to understand what drives an employee’s decision to leave or stay with an organization. Conventional wisdom has always been that employees leave supervisors, not companies.  However, newer studies are finding that conventional wisdom may be wrong.  It’s NOT just the boss anymore. 

Twelve Ways to Undermine an Employee Survey

1. Focus on moraleIt may sound like utter heresy, but the secret to engaging employees and achieving high morale ... is notto focus on morale! Doing so can turn the entire survey process into a numbers game. Managers accountable for driving up an engagement or moraleindex may decide to “pick low-hanging fruit” rather than address critical issues that would have the greatest impact.

 

2. Ask too little ... too oftenShort surveys of only a dozen or so questions yield precisely what one should expect: little information. And if a short survey is conducted quarterly or monthly, the company learns very little ... very often! Shortfrequent surveys have enormous appeal with executives who are accustomed to receiving frequentfinancial and performance updates.