A clear explanation, paired with an adjustment period and a follow-up meeting, can all ease employees’ concerns.
One bad boss can have negative ramifications for an entire company.
With people being so varied and unique, why does the business world think that training and development programs have to follow one cookie cutter format?
Radical changes can have positive effects, sometimes in dramatic fashion. However, customers are not always open to change, and other times employees can be just as resistant to altering their daily routine.
There are some critics who stand firm in the belief that team members will just be told of their shortcomings in an employee engagement survey.
McDonald’s is becoming famous for a less-than-flattering trait – bad employees. How can a company make the necessary changes to keep customers happy while not compromising its overall goals?
Not every team will make it to the championship game, but each group can make individual improvements that will help the organization be better than it was before.
Leadership staff can use employee opinion surveys and focus on better employee engagement to ensure that opinions are not ignored and individuality is encouraged.
If an organization sees that it can grow in certain areas – like absenteeism or turnover – the 360 survey can be fine-tuned to create improvement in those specific metrics.