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.Read more "Are we getting more productive from working from home?"
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.Read more "Five Trends in Employee Experience in 2020"
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.Read more "Difference satisfaction, commitment and commitment"
In recent years, the term employee "experience" has been increasing in popularity and is increasingly becoming an agenda item on the managers ' agenda. But what is employee experience exactly? And above all: what can you do with it? This article therefore answers the questions surrounding this relatively new phenomenon.
An employee satisfaction survey measures the extent to which employees are satisfied with their employer. But how does such an investigation work? And why is it important to collect this information? In this article you will find the definition of employee satisfaction research, and you will read how this type of research can be used.
For achieving competitive advantage, high employees satisfaction is a must. Not only are satisfied employees more productive but this also provides a further Higher customer satisfaction But how do you make sure employees are satisfied? And more importantly, how do employees continue to be satisfied? This article describes the most important tips for realising employee satisfaction.
The number of respondents is crucial to the success of a Staff Research. A low response rate ensures that the data is not a good reflection of the actual. The result, without sufficient participants, the results will be taken less seriously. When few employees react then this means that the added value of the research is significantly decreasing. These tips therefore help you to get responses to the next research.
Read more "7 accessible tips to increase response rate"
The main objective of Staff Research is often to identify improvement points within the organization. But when the results are negative it is tempting for managers to do nothing, or even worse: to pretend that the results are not correct. Take no action after Staff Research Often leads to a negative situation than for distributing the questionnaire.
You want to know how you Staff Research Best to tackle. Maybe you want to do it yourself or Outsource. In any case, it is important to be critical of the approach. The impact of the Staff Research Can be greater than expected, and you must be prepared to translate the results into actions that result. This is the only way to get the most out of the results and to see the value of the research staff.
employee turnover is detrimental to many organisations. Only the costs of finding a suitable replacement (recruitment, interviews, administration, etc.) are often higher than a full year salary. This is especially true when the original employee had scarce and non-transferable knowledge, competencies, etc. In short: Understanding reasons for departure is important for almost all organizations.