GreatWork Blog

Building better workplaces through compliance, culture, connection

If your employees think there is any chance they will be identified based on their responses or comments in an engagement survey, the validity of the survey immediately comes into question.  Although this factor can be somewhat beyond your control, there are steps you can take to build confidence and anonymity.

I got my first performance appraisal about seven years into my HR career. While I was excited about it, I also had reservations because I had heard about how supervisors hated to give appraisals (second only to firing someone). I soon discovered that I didn’t like being on the receiving end of an appraisal either. 

Engaged employees need to know they belong to something meaningful that is worthy of their commitment. They need the sense “We are all in this together” and that no barrier should stop them from collectively achieving success over time. They need to know the mission.

Have you ever had a valuable suggestion or need to talk and could tell your supervisor or co-worker just wasn’t open or tuned in –and then something bad happened because communication didn’t happen? Most of the people I train on proactive listening skills admit that they don’t listen really well. They are distracted, impatient or too quick to assume they know what is being said.