Welcome to Kollipara

Welcome to Kollipara

Welcome to Kollipara

Welcome to Kollipara

Welcome to Kollipara

 

7 Vital Trends disrupting today’s Workplace

Results and Data from 2013 TINY pulse Employee Engagement Survey

TINY pulse provides a weekly survey to over 300 companies around the world. After analyzing over 40,000 anonymous responses, we uncovered important workforce trends that we haven’t seen in the popular press. The data reveals vital learning’s about how employees feel about their organizations’ culture, management, recognition, and their fellow co-workers. Since our mission is to “make employees happier,” we wanted to share the results and data so that organizations can engage their employees, and it doing so, they will improve their bottom line. In addition to the data, we have provided company case studies, video and social media insights to show the stories behind the trends.

They’ve summarized these critical insights into seven areas that leaders everywhere can learn from:

1.Only 42% of employees know their organization’s vision, mission, and values. That’s an alarmingly low number. Too many executives are not communicating and reinforcing their company’s guiding principles and mission.

2.82% of respondents claimed that their manager clearly outlined their role and responsibility. At the day-to-day team level it seems that managers are able to effectively set expectations and accountability

3.Employee happiness is more dependent on co-workers than direct managers. Employee happiness is 23.3% more correlated to connections with co-workers than direct supervisors. There is a very strong correlation between employee happiness and their rating of co-workers with a .92 correlation coefficient compared to a .74 correlation coefficient between employee happiness and how they rate their direct supervisor.

4.Team play and collaboration are the top trait employees’ love about their co-workers. In the recruitment and interview process, leading companies must incorporate opportunities to test and screen for these vital characteristics in candidates.

5.18% of responses included a suggestion, and organizations that don’t promote employee suggestions are at an innovation disadvantage. Businesses that don’t crowd source innovation and suggestions from their employees are missing a huge opportunity. If you’re relying on an open door policy, then you’re not fully leveraging your most prized asset – your people.

6.36% of responses provided peer-to-peer recognition which proves that a lightweight and regular system boosts intra-organization recognition. As organizations become more decentralized, virtual, and matrixed, there’s a growing need to provide regular recognition that goes beyond the antiquated one-on-one supervisor-to-employee relationship.

7.Management transparency is the top factor when determining employee happiness. This finding surprised us too, with management transparency coming in at an extremely high correlation coefficient of .93 with employee happiness. The cost of improving transparency is almost zero, but requires an ongoing dialogue between management and staff. We see an increasing number of companies using transparency as a weapon to attract and retain top talent.

The role of co-workers in employee happiness continues to grow along with the need for increased transparency. Investors and efficient capital markets demand transparency and employees want the same from their leaders. An important part of transparency, is the communication and understanding of the company’s vision, mission, and values.

As the workplace becomes increasingly flat and decentralized, this puts a premium on stronger employee-to-employee relationships. HR and team leaders must prioritize recruiting talent that is collaborative and team-oriented.

Consequently, these trends dramatically shift the balance in favor of companies that respond effectively and rapidly. The annual employee survey is no longer adequate for the on-demand, real-time world we work in today. Listening to and acting on employee feedback is being deployed as a continuous process by many leading companies.

Let the voice of the employees ring in all of our ears, for each one of us plays a role in driving the employee engagement to grow your bottom line.

Source

Finding Happiness

Once a group of 50 people was attending a seminar.

Suddenly the speaker stopped and started giving each person a balloon. Each one was asked to write his/her name on it using a marker pen. Then all the balloons were collected and put in another room.

Now these delegates were let in that room and asked to find the balloon which had their name written, within 5 minutes.

Everyone was frantically searching for their name, pushing, colliding with each other, and there was utter chaos.

At the end of 5 minutes, no one could find their own balloon.

Now each one was asked to randomly collect a balloon and give it to the person whose name was written on it. Within minutes everyone had their own balloon.

The speaker began: This is exactly happening in our lives. Everyone is frantically looking for happiness all around, not knowing where it is. Our happiness lies in the happiness of other people. Give them their happiness, you will get your own happiness.

And this is the purpose of human life.

Source