EngageRocket | Blog

The employee participation rate gauges the reliability of your survey results. The score itself is a key measure of employee engagement. It indicates employees' willingness to share their opinion and feelings toward your company. A low participation rate indicates a warning signal on talent attrition. Non-respondents having a 2.7x higher likelihood of leaving the company within 6 months.

So, the higher the participation rate, the better. But the truth is, HR leaders spend hours and a lot of energy and resources on employee surveys to get very low participation scores at the end.

Work-life balance refers to free time, self-care, time with family or for hobbies and interests. Anyone can and should take measures of their own to create work-life balance, but it’s going to be hard to achieve without a supportive or accommodating work environment.

Further, Bersin claims that at the moment, 40% of Americans believe they have to sacrifice work-life balance in order to have a successful career. They haven’t been proven wrong yet.

But how has HR become so significant?

Let’s face it, assessing performance accurately and fairly is a messy affair. To a large extent, the subjectivity involved in measuring performance has made it one of the top challenges leaders face today. Accordingly, 360-degree feedback has been widely used in performance appraisals as it provides a broader perspective on employees. Proponents argue that it eliminates the singularity in the opinion that holds many employees hostage by the views of their managers. 

Studies have shown that the return on investment on people analytics can be as high as $13.01 for every dollar spent. On LinkedIn, the number of professionals with "People Analytics" listed as a skill has increased by >60% over the past 12 months and the Harvard Business Review identified big data as the next "management revolution".

Employee and Customer Loyalty aren’t they the same thing?

Ever wondered why employee loyalty is so important, and how it relates to customer loyalty? After all - the NPS (Net Promoter Score) and the eNPS score (Employee Net Promoter Score) - are calculated in the same manner. Both scores are valuable for the company’s progress and wellbeing. But how? And what’s the link between them?

You have just spent weeks planning and conducting your survey… Now what? What do the results mean? Who do you communicate the results to and how do you share them? Using information derived from survey results can help your organisation improve employee experience and detect problems before they occur. Effective survey analysis and action plans can lead to significant return on investment.

According to BCG’s report on gender diversity in SEA, much work has to be done. The higher up the leadership chain, the fewer women you find. Only 12 percent of CEO and board-level positions in SEA are held by women and this pattern repeats in other parts of the world, according to the study. 

Efforts taken to understand how women’s communication strategies can help or hinder their fortunes at work have mostly led to the same finding: Many women fail to speak out when they are overlooked for promotion and lack confidence to voice out whether they are actually happy in the workplace. By not speaking out, they fail to get higher positions, better pay or the opportunity to make a difference to their engagement at work. 

Open communication culture doesn’t only entail simply updating fellow department members or managers about work progress. In order to have great communication, everyone should aim to build stronger relationships with their peers and managers across all departments.

When a startup is in its growth phase, it undergoes various organisational growing pains. The company will undergo a structural shift — significant numbers of new employees, new departments and a changing collegial culture.

As the size of the team grows, maintaining effectiveand open communication with all employees as well as the integrity of the culture will be pivotal to the scaling process.