Post by moon125 on Nov 6, 2024 5:54:05 GMT
There is no time for research now
In times of uncertainty, with short planning horizons and the inability to personally influence the environment, people experience anxiety, fear of the future, anger, or close themselves off: they hide their emotions under indifference and skepticism.
Entire departments in companies are paralyzed, communications are hampered, projects are frozen or cancelled, personal and team deadlines are pushed back. While people are worried about themselves and their loved ones, they are unable to fully focus on their work and clients.
Is this the time for research? Is it appropriate?
The question is not about relevance, but about business survival .
In recent months, many highly specialized specialists with higher education, digital expertise and valuable skills have left the country.
The recruitment market is becoming tougher and more competitive, especially the recruitment of highly qualified personnel. Against the backdrop of a worsening economic situation, the specialists remaining in the country will look for “warm places” for themselves — and will be able to dictate the terms, since the demand for them will grow.
It is much more profitable for a business to retain people than to constantly sift through the labor market in search of the best candidates, interview them, win them over from competitors with large salaries and attractive offers, train them, adapt them, lose them again...
So, is engagement and loyalty surveys needed in a company now? Definitely yes. In troubled, crisis times, it’s the best time for them .
We will present 5 arguments in favor of a point of view that has been repeatedly proven by global practice and our regular clients.
Preventing employee attrition
Contrary to popular belief, a pay raise will not prevent dismissal if the employee is not engaged in the work.
Losing employees is expensive for companies: those who leave take with them the knowledge and skills they acquired during their time on the shopify website design job, and in the worst case, they steal clients and share their know-how with competitors. Add to this the costs of finding a replacement, training and onboarding, as well as the cost of mistakes in the first months of work.
According to a 2021 Gallup study, low-engagement companies typically have 18-43% higher employee turnover than highly engaged teams. We emphasize that Gallup did not take into account the “special” context: increased anxiety in society, economic and foreign policy uncertainty.
In order not to lose proven and effective specialists - still yours - it is necessary to monitor and continuously develop the level of their involvement.
Reduce stress levels
Under stress, people stop taking care of themselves: getting fresh air, eating well, getting enough sleep. Their cognitive abilities, creativity, and productivity suffer. If these problems are not noticed in time, their cumulative effect will affect the health of the team, causing a flurry of sick leave or an increase in absenteeism.
The full scope of the engagement study on the Happy Job platform evaluates the “Balance” metric, which includes nutrition, happiness, and the employee’s assessment of their stress level. Respondents can leave an anonymous, and therefore candid, comment on how they really feel and what kind of help from the company would be useful.
According to Happy Job's experience, people themselves suggest how they can be helped to get through the crisis, cope with anxiety, and regain high productivity. For some, it is important to see their loved ones more and have the opportunity to work remotely. Others, on the contrary, strive to focus on work and receive bonuses for overtime.
Content analysis on the Happy Job platform helps to see, summarize and evaluate people’s “pains” and wishes, and quickly respond to them.
Change Management
The economic crisis leads to increased volatility. In order to adapt to market realities time after time, companies need to quickly test hypotheses and implement changes even faster.
In order for changes to be implemented successfully, people must be loyal to you. Research conducted by Happy Job shows that it is the predominance of "promoters" over "skeptics" in a company that is the key to the success of organizational and any other changes.
By strengthening employee loyalty, you lay the foundation for capturing new niches and markets, optimizing processes, launching new products and services, personnel changes and reorganizations. In order to develop loyalty and not waste resources on ineffective activities, this metric must be measured and evaluated qualitatively.
In times of uncertainty, with short planning horizons and the inability to personally influence the environment, people experience anxiety, fear of the future, anger, or close themselves off: they hide their emotions under indifference and skepticism.
Entire departments in companies are paralyzed, communications are hampered, projects are frozen or cancelled, personal and team deadlines are pushed back. While people are worried about themselves and their loved ones, they are unable to fully focus on their work and clients.
Is this the time for research? Is it appropriate?
The question is not about relevance, but about business survival .
In recent months, many highly specialized specialists with higher education, digital expertise and valuable skills have left the country.
The recruitment market is becoming tougher and more competitive, especially the recruitment of highly qualified personnel. Against the backdrop of a worsening economic situation, the specialists remaining in the country will look for “warm places” for themselves — and will be able to dictate the terms, since the demand for them will grow.
It is much more profitable for a business to retain people than to constantly sift through the labor market in search of the best candidates, interview them, win them over from competitors with large salaries and attractive offers, train them, adapt them, lose them again...
So, is engagement and loyalty surveys needed in a company now? Definitely yes. In troubled, crisis times, it’s the best time for them .
We will present 5 arguments in favor of a point of view that has been repeatedly proven by global practice and our regular clients.
Preventing employee attrition
Contrary to popular belief, a pay raise will not prevent dismissal if the employee is not engaged in the work.
Losing employees is expensive for companies: those who leave take with them the knowledge and skills they acquired during their time on the shopify website design job, and in the worst case, they steal clients and share their know-how with competitors. Add to this the costs of finding a replacement, training and onboarding, as well as the cost of mistakes in the first months of work.
According to a 2021 Gallup study, low-engagement companies typically have 18-43% higher employee turnover than highly engaged teams. We emphasize that Gallup did not take into account the “special” context: increased anxiety in society, economic and foreign policy uncertainty.
In order not to lose proven and effective specialists - still yours - it is necessary to monitor and continuously develop the level of their involvement.
Reduce stress levels
Under stress, people stop taking care of themselves: getting fresh air, eating well, getting enough sleep. Their cognitive abilities, creativity, and productivity suffer. If these problems are not noticed in time, their cumulative effect will affect the health of the team, causing a flurry of sick leave or an increase in absenteeism.
The full scope of the engagement study on the Happy Job platform evaluates the “Balance” metric, which includes nutrition, happiness, and the employee’s assessment of their stress level. Respondents can leave an anonymous, and therefore candid, comment on how they really feel and what kind of help from the company would be useful.
According to Happy Job's experience, people themselves suggest how they can be helped to get through the crisis, cope with anxiety, and regain high productivity. For some, it is important to see their loved ones more and have the opportunity to work remotely. Others, on the contrary, strive to focus on work and receive bonuses for overtime.
Content analysis on the Happy Job platform helps to see, summarize and evaluate people’s “pains” and wishes, and quickly respond to them.
Change Management
The economic crisis leads to increased volatility. In order to adapt to market realities time after time, companies need to quickly test hypotheses and implement changes even faster.
In order for changes to be implemented successfully, people must be loyal to you. Research conducted by Happy Job shows that it is the predominance of "promoters" over "skeptics" in a company that is the key to the success of organizational and any other changes.
By strengthening employee loyalty, you lay the foundation for capturing new niches and markets, optimizing processes, launching new products and services, personnel changes and reorganizations. In order to develop loyalty and not waste resources on ineffective activities, this metric must be measured and evaluated qualitatively.