Are we getting more productive from working from home?

One may have been doing it for years, the other is forced by the prevailing coronavirus. The fact remains that we will be working massively at home in the coming period. But what does that do to our productivity? Do we get more done because we can concentrate better at home than in the busy office garden? Or can't we withstand the distractions that lurk at home and walk away from them? We looked into it through scientific research, and put the positive and negative effects of working from home among each other.

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Five trends in the field of Employee Experience in 2020

It's January again: the perfect time to take stock for 2019 and look ahead to 2020. Also in the field of work experience. If we look back over the past year, we see that great strides have been made in understanding Employee Experience (EX). This year's research on job satisfaction has taught us that factors such as culture and engagement are increasingly influencing job experiences.1. These elements are therefore considered increasingly important when looking for a job, and determine to a large extent how long an employee remains with an organization. 

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First results of outflow research: 4 out of 5 wants to (continue to) work in the health care sector in the future

Of the client-related healthcare professionals who leave their organisation, more than eighty percent want to (continue to) work in the sector in the future. This is shown by the first figures of the national outflow survey in cooperation with RegionPlus. As the main reason for choosing another job, they say they are ready for a new step. Almost three-quarters of the staff who left the company continue to work in the Care and Welfare sector.

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Burn-out and bore-out: What can you do as an employer to prevent it?

We all know the phenomenon Burn-out. Last year, 1 in 6 Dutch people suffered from burn-out. symptoms such as chronic stress, persistent fatigue and even downturn1. The most common reason for A burn-out is a structurally too high workload. However, there are also employees who don't experience a high workload at all and are even bored, but are still in the above phenomena. How is that possible?

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Is implicit research the future?

We humans don't always do what we say. And we don't always say what we do. This is not due to unwillingness, but can logically be explained by means of psychology. An overwhelming 95% of the choices we make each day take place in our subconscious.1. If we consciously processed all this information, it would take so much of us that we would be completely burned out by noon. A smart solution for our brains! There's only one problem. As a result, in some cases our behaviour can be better predicted on the basis of the subconscious than on the basis of questionnaires.2.

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Difference between satisfaction, involvement and commitment

Satisfaction. Involvement. Commitment. 

Three important properties for a successful employee. Yet it is often not clear what this properties exactly. The terms employee satisfaction, commitment and engagement are therefore sometimes used interchangeably. And that while they are indeed different concepts. A satisfied employee is in fact not yet immediately involved. An involved employee does not necessarily have to be engaged. to be. And engagement does not always automatically go hand in hand with satisfaction. 

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An employee satisfaction survey every week?

Every week a questionnaire in the mailbox of employees: is that a good idea or not? So-called pulse surveys - weekly or monthly recurring questionnaires - have become increasingly popular in recent years. But what exactly are the considerations for opting for high-frequency research? And what are the potential dangers? In this article you will read all about the advantages and disadvantages of pulse surveys and you will find tips for the effective use of high-frequency research.  

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What does the Net Promoter Score (NPS) say?

Management consultant Frederick Reichheld was looking for an alternative to the long questionnaires in market research. He wanted to be able to measure satisfaction and brand loyalty in an easy and fast way, without compromising on the quality of the research. That is why he created the Net Promoter Score (NPS) in 2003.1 This measurement tool would make it possible to measure loyalty on the basis of just one question: 'How likely is it that you would recommend this brand to family and friends?'. Easy? Check. Quickly? Check. This means that sixteen years later, the NPS is still a widely used tool in many different types of research. But what exactly does the NPS say? And does this score make an extensive questionnaire superfluous?

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Five advantages of dashboarding at employee research

At the word ' Dashboard ' you might soon think of the collection of meters and indicators For the steering wheel of your car.

Yet that is no longer the only context in which this term is used. Dashboards and dashboarding are also spoken on the work floor. Indeed, a verb has even been created for it. But what exactly does dashboarding mean?

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More than 265 health care organizations join outflow research

Thirteen employers' organisations united in RegionPlus have joined forces to examine unwanted outflows within Care and Welfare. Earlier this year, Presearch launched a nationwide, continuous outflow survey, with the aim of preventing unnecessary departures in the future. More than 265 organisations have joined the Staff Research Connected. Within these organizations, eight branches have been defined, including hospital care, nursing and social services.

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