Employees As Advocates For Their Employers

At Data Wise Business Solutions we have been writing for years about the fact that happy employees make a tremendous difference in the companies they work for. If they are truly engaged in their work, dedicated, feel value and worth in doing it — know they are making a significant contribution.  They will take the initiative to  make sure their job is done well and that they are contributing to company growth. They become a passionate advocate for their company and it’s products and services. They’ll introduce the benefits to their sphere of influence and become salespeople unaware.

This phenomenon was was just written about in the blog of the Harvard Business review and articulated very well by Rob Markey. Rob Markey is co-author, with Fred Reichheld, of the book: The Ultimate Question 2.0: How Net Promoter Companies Thrive in a Customer-Driven World, just published by HBR Press. He is a partner in Bain & Company’s New York office and head of the firm’s global Customer Strategy and Marketing practice. Here is the link to his blog: http://blogs.hbr.org/cs/2012/01/transform_your_employees_into.html.

In his article he mentions employee surveys as a tool. That is what we do at Data Wise. We go into companies and for a modest price conduct independent surveys of the employees on their thoughts about the company, what they might like to see change, etc. We then follow up with Plan Based Action Planning. Employees get happier when they discover management wants to know that they have on their mind and any changes in structure or policy they would like to make.

It’s a great way to re-set the mind set and more closely align the teams! To say nothing of getting your company name and product and service out there when the time is right.



Non-Profit Employee-Volunteer Engagement

I have worked with many non-Profit organization within my community and state.  I have held many leadership positions over the years.

When paid jobs get a priority for your volunteers, How do you motivate and engage your volunteers?
There isn’t a simple solution, but I have found that if you keep assignments short they seem to be motivated to at least sign up for a shift.

If there is a long term committee commitment, I have found that email or some type of a collaborative system works the best.   At their leisure, Volunteers can read and respond to discussions.


What about perks to get engagement?
My current role is chairing the Talent and Stage Committee for a music festival.    We handle artiest selection and the production of the show.     We are into our 3 year and I have a dedicated crew that works the whole show (12 to 16 hour).  Why?  Because of the perks.  Food, drink, and free tickets.



Happy Employees Bring Happy Customers

There is nothing more contagious than a mood. It is more contagious than the common cold, spreads easier germs in a Kindergarten. Happiness is infectious and there is no getting around it! Have you every walked into a restaurant or place of business and found the mood so oppressive, so cranky you have wanted to turn on your heel and run out of there?! It happens and sometimes in very well-run establishments.

They’ve neglected the happiness quotient and aren’t reinforcing in their employees the three things that drive people: 1) an assurance of success if they follow clear direction 2)  reward for their labors 3) recognition and appreciation of a job well done.

Put the happiness back in the job may seem like a difficult task, but anonymous surveys inexpensively and skillfully administered can go a long way towards buoying morale. Followed by focused, attentive action planning based on the direction laid out in the surveys can make the mood of any company go from gloomy to sunny.

If you’d like to start with the customer side, we would be happy to do customer satisfaction surveys as well for you in the same purposeful, objective manner.

Soon your customers will be singing your employees praises. Employees who have learned that management cares enough to listen AND act will bolster productivity and self-esteem which they will wear on their faces in the form of smiles that can be heard over the phone and seen in person by your every customer!

Building A Stress Free Workplace

“Be who you are and say what you feel, because those who mind don’t matter, and those who matter don’t mind.”  ― Dr. Seuss

The key to being stress free at work is taking the advice of Author, Poet and Cartoonist Theodor Seuss Geisel otherwise known as Dr. Seuss.

“Psychology Today” would agree, “Scientists find that days filled with a string of stressful events will do it. But so will one chronic source of stress – like an abrasive relative or co-worker. In either case, our body fails to turn down the volume on the stress response. If we keep going through stress spirals, we enter what neurobiologists call “frazzle,” a technical term for the state of being overwhelmed. While frazzled we react in rigid ways, can’t adapt to change, can’t concentrate.”

Much of workplace stress is due to people not being their true, or genuine selves. They put on an act at work and try to act more “professional” more “low-key” or more “wound-up” to fit into the company culture at hand.

Add this to the stress to perform, the stress of the holidays, stress to get ahead, etc. leaves employees “frazzled” and unable to concentrate, also says “Psychology Today” on November 21, 2011.

So what can we glean from Dr. Seuss’ words that will help us in the workplace? Be who you are first of all. Don’t try to be someone you’re not. Say what you feel and think, courteously, be honest. Honest feedback will help your company more than just mimicking the standard company line. Why? Because those who mind, the petty, the gossips, those ruthlessly climing to the top DON’T matter. That is old school and won’t work for them in this new age of information, communication, genuine connection and leading from within. And those who matter, your mentors, true leaders, WON’T mind. They want you to be yourself. They want to hear what you have to say. They hired you to contribute to the team.

If this sounds like an ideal workplace, it is. Yours can be like this too. And Data Wise Business Solutions can help. If you would like to impact your company culture so all of your employees have a voice, and you are reaping the rewards s of increased productivity and growth we are here. Anonymous surveys and key action planning can begin to turn the tide for your company.

If you are an employee who would like to see change, put this article on your fearless leader’s desk. Dialogue about it. Think together how great it would be to put your company on track with genuine employees feeling free to speak up, and work the way they were intended to, with joy and passion.

“Be who you are and say what you feel, because those who mind don’t matter, and those who matter don’t mind.”  ― Dr. Seuss


Are Your Employees Happy?

  Act as if what you do makes a difference. It does.

William James

Read more:http://www.brainyquote.com

Are Your Employees Happy?

It’s important to know for three reasons:

1. It’s very expensive to lose an employee. Employee turnover in the U.S. is low at the present time, but that will change when the economy improves. And the facts are that the cost of losing an employee costs a company between 25-250 percent of his annual income.

2. Unhappiness takes a bite out of productivity. Whoever you have on staff who is happy is getting the majority of the work done. That is a fact. Unhappy people’s productivity drops dramatically and continues to sink with their mood. If your whole company basically is in a bad mood, you could be in real trouble.

3. Unhappy employees have unreliable attendance which costs you and everyone else on their team time and money. They call in sick, take longer breaks and are late more often

Boost your Employees Happiness Quotient:

1. Employee satisfaction surveys, will measure the mood at your office. The amazing thing is that throwing money at employees is not the answer. You need to discover why your employees are unhappy and take steps to remedy their situation. Surveys conducted by an objective third party will allow them to be honest about their feelings.

2. Follow the surveys with key action planning. Responding to your employees feedback is crucial.

3. Follow through with the changes that were asked for in the surveys and bring about true organizational change.

Once you’ve listened to your employees, keep doing it. You will be surprised to discover that many people still take pride in a job well done, as much as a raise — although those are important — and a word of encouragement and validation from their manager goes a long way to making their job worthwhile.

Enjoy a happy atmosphere in your “new” company!


Key to Motivating Employees

Did you know that recent studies indicate that a full 50% of the workforce is unhappy in their jobs? This does not bode well for retaining these employees as the economy improves — or for their productivity now. There is an answer for companies, even small businesses with less money to invest in their employees, yet more than ever cannot afford the cost of retraining new employees. The cost of losing an employee is very high, on average about $100,000 per employee. This cost is not something any company wants to pay when there is a good chance they can impact morale. Continue reading

Star Tribune Article – Happy employees

The Star Tribune had an article about a company that based in St. Cloud MN that surveys their employees for job satisfaction and surveys their clients for customer satisfaction.   Happy Employees equals Happy Customers.

An Information Technology Company.   …St. Cloud-based Marco Inc., which sells, installs and manages networked voice, data, video and print solutions, doesn’t hold patents, manufacture anything or offer unique products… Continue reading

Are Web Based Employee Surveys Honest

This is a common question that we at Data Wise Business Solutions hear from time to time.     A goal of any survey is to get accurate and honest responses.    With out reliable data, it is hard to determine what to implement in your action planning.

The answer is Yes.

Employees will give honest answers when they know that their identity is protected.    If employees don’t trust the survey process, you will see data distribution is very neutral. Continue reading

Do Employees Trust Survey Confidentiality

When conducting an employee survey, you want the most honest answers you can get.    Without honesty it is hard to determine what to do with the end results.

There are several factors to consider when polling your employees.

  1. Do your employees trust HR or Management?
  2. Do your employees think they can be identified through their responses?
  3. Do your employees trust the survey process.  Be it paper or internet?

It should be a big surprise that trust of HR or Management can be low.   We have found with working with our clients, that employees trust Management with strategic decisions but not necessary decisions when it comes to employees. Continue reading

Employee Surveys: Key To Job Happiness?


There’s a lot of talk about Happy Employees in Human Resources these days…by the very nature of the discipline. Human Resources: humans bringing resources to bear on behalf of companies. Making them profitable, making them grow, making them thrive. All companies want to thrive and many understand that if their people thrive, so will they…but how does this magic happen? Sometimes it just does…there is a synergy created between human beings and their work that becomes passion, even love. We can say then that the person is fully engaged in their job. But that happens at most studies show, maybe one third of the time. That the right person with the right talent and attitude, combined with the right duties, takes action to make them fully engaged. Often by the sheer force of these one third, some companies survive and even grow. Continue reading