People First Surveys

Results through information management & technology

Author: haderj (page 1 of 8)

4 Things You Can Delegate to a VA But Probably Aren’t

Virtual assistants are worth every penny. Because they take something off your plate, your can work on securing revenue that will more than cover the cost of hiring them in the first place.

Being able to delegate to a VA helps you save time and stay on track in your business. Here are four areas where suggests you can delegate.

1. Making travel arrangements

2. Calling customer service for support on your behalf

3. Making/managing purchases for the business

Chris Ducker talks about this specifically in his book, Virtual Freedom. He provides some strategies for how to go about delegating purchases to a virtual assistant while safeguarding your information.

4. Handling customer service inquiries.

Source: 4 Things You Can Delegate to a VA But Probably Aren’t – Due

Statistica – great source for data geeks

This split should not be surprising to anyone.

Infographic: Google's Current Employee Demographics | Statista You will find more statistics at Statista

Why You Should Make It Easy for Customers to Complain

Do you want to hear what you can do to kick it up a notch in your business?  Should you stock more diverse products? More of the same is different colors?  Should you contact your customers by email or by phone? Your customers will tell you if you ask.  They will also let you know what you need to do to improve.

The bonus, this article says, is that just asking builds TRUST. And trust means clients or customers return. Something critical to business success.  Read more here.  Why You Should Make It Easy for Customers to Complain |

Survey surprise: Consumers forgiving of non-mobile-friendly websites

The biggest problem was missing or incorrect NAP (name, address, phone) data.

Is this surprising? Consumers are less fussed about sites being more mobile friendly than about missing, incorrect, or outdated contact info for businesses.

This should not be a surprise for those who use their sites primarily as a business card or online CV.

Check out more at the Source: Survey surprise: Consumers very forgiving of non-mobile-friendly websites

Why Using An Anonymous Employee Survey Is Important

In a perfect world, says blogger and director of content at OfficeVibe, Jacob Shriar, employee surveys wouldn’t need to be anonymous. Unfortunately, most corporate cultures don’t allow for full freedom of expression, so anonymity is important.

And respondent concerns around remaining anonymous are the biggest reasons for a low response rate, and/or inaccurate data.

For example, if I’m worried that the responses won’t be anonymous, chances are I will not do the survey, I’ll report something other than what I truly feel when I have strong feelings, or I might not respond to select questions at all. This is particularly true of open ended questions, where people do worry their stories will identify them.

Here are a few of the benefits of having anonymous surveys, according to Jacob.

  1. Honest Feedback For Your Company

    The biggest benefit is that employees will be more open and honest.

    The anonymity will make employees feel safe, so they’ll be more comfortable saying what’s truly bothering them.

    Without that anonymity, employees might fear that they’ll get into trouble.

  2. Employees Feel Listened To

    When you offer anonymous surveys to your employees, they will feel like they’re listened to. You’re letting them know that it’s okay to give feedback, and that they have a say in what happens at their organization.

    By making them feel listened to, they’ll is evidence that they will be more engaged at work. When employees are engaged, they’re more productive (12% more productive to be exact).

  3. Improves Employee Retention

    If you’re acting on the feedback that employees give you, then in theory, you should be making them happier, which should lead to retention.

    One of the biggest mistakes companies make with surveys (anonymous or not) is that they don’t act on the feedback that’s come in.

    Not acting will have the opposite effect and lead to employees being disengaged, angry, and if the problems persist long enough, they’ll leave.

    For more see the Source: Why Using An Anonymous Employee Survey Is Important  Click here

What is Employee Engagement? Understanding the constructs to measure engagement

What is employee engagement?

Employee engagement – the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Engagement also includes alignment with company goals and strategy as well as manager and leader competency.

All Employees
Top 10 Drivers of Engagement
  • Respect for Employees – This organization respects its employees.
  • Fairness – Everybody is treated fairly in this organization.
  • Trust – There is an atmosphere of trust in this organization.
  • Respect for Management – The leaders of this organization really know what they are doing.
  • Values – The actions of our senior leaders support this organization’s mission and values.
  • Teamwork and Cooperation – It really feels like everybody is on the same team in this organization.
  • Respect for Management – Our senior leaders demonstrate strong leadership skills.
  • Respect for Management – The senior leaders in this organization are highly ethical.
  • Personal Expression – People with different ideas are valued in this organization.
  • Personal Expression – Our senior leaders are genuinely interested in the opinions of all employees.
Most Disengaged Employees
Top 10 Drivers of (Dis)engagement
  • Respect for Employees – This organization respects its employees.
  • Respect for Management – The senior leaders in this organization are highly ethical.
  • Respect for Employees – My manager values my talents and the contribution I make.
  • Personal Expression – My ideas and opinions count at work.
  • Purpose and Direction – My manager clearly defines goals and expectations.
  • Values – The actions of our senior leaders support this organization’s mission and values.
  • Teamwork and Cooperation – My manager emphasizes cooperation and teamwork among members of my workgroup.
  • Personal Expression – People with different ideas are valued in this organization.
  • Empowerment/ Autonomy – My manager gives me the freedom I need to do my job effectively.
  • Feedback – I receive useful and constructive feedback from my manager.

Source: has an excellent series of posts about employee engagement, disengagement and measuring both, see more at What is Employee Engagement?

7 Employee Survey Questions for your toolkit

Finding good questions to ask is hard, so here is help. Experts compiled 20 employee survey questions you can use in your next engagement survey. Or pick a handful and do a quick monthly pulse survey! Here are the top 7!

  1. On a scale from 0-10 (or pick your own scale), how happy are you at work this week?

    This is a classic question. It’s simple, straightforward, and measures one of the most important things about engagement. Balance it with other scores to understand what is “dragging on” people this week.

    And, you are right, your job is not to make people happy. But happier employees are more engaged and engaged employees are more productive, nicer to your clients, and a real pleasure to work with.

  2. On a scale from 0-10, how would you rate your work-life balance?


    This is a super important question to ask, and something that every organization should be keeping an eye on.

  3. Do you have a clear understanding of your career path?

    If the answer isn’t “Yes, definitely” to this question, it’s a huge issue.

    Personal growth and having a career plan is key to engagement. Managers should have regular conversations about goals and the future with their employees.

  4. Do you see yourself working here one year from now?

    Employee retention is a huge issue for many companies. This question could be followed up with a qualitative question digging into why!

  5. Do you believe your manager takes your feedback seriously?

    Do you think your employees feel valued at work?

    If they feel like their manager isn’t taking their concerns seriously, that’s a major problem that needs to be addressed asap.

  6. On a scale from 0-10, how comfortable are you with giving feedback to your manager?

    Are employees scared to talk openly and honestly with their managers? I would say most are.

    They shouldn’t be. The secret to engaged employees is to remove that fear from your culture.

  7. Has your manager given you recognition in the past week, two weeks (pick a time frame)?

    Recognition is another pillar to engagement. And so simple. Humans are terrible at remembering things that happened a long time ago (or they remember them inaccurately) so keep the timeframe tight.


See the Source for more!  20 Employee Survey Questions You Should Be Using

4 sobering truths about small business analytics – revisited

Here are 4 alarming facts about small business analytics. The original post is from 2013, but still bodes true today for many small business owners. Worth revisiting!

1. Business owners know data and analytics are  important so can’t claim ignorance any more

We know analytics is important both from learnings from big business and from research done on small businesses. Jim Collins identified it as one of the key traits of successful companies in Good to Great.

“We make excellent use of data, metrics and hard tangible evidence to assess external threats and internal weakness. We make particularly good use of trend lines (to see where we are declining) and comparative statistics (to see where we are falling behind others) to discover and highlight brutal facts.”

Small business owner know that they should be analyzing their data. In fact many identify “getting better insights out of the data they already have” as their top technology challenge.

2.  Our most popular analytics tool has an enormous error rate

The most popular tool still used for business intelligence is spreadsheets. Ever made a mistake with a spreadsheet, enough said.

3. People are addicted to vanity metrics

Popular metrics are likes on Facebook and followers on Twitter.  While measuring some things, the focus is not on the actionable metrics that can lead to better decisions.

4. We aren’t spending time on analytics

Small business owners are busy, no doubt. Here is a breakdown on what we spend most of our time on from a small business survey by Intuit.





For more food for thought and some great links to other source see: 5 sobering truths about small business analytics – WP Curve

3 Ways Small companies can get ahead through technology sharing

In a 2015 Price Waterhouse Coopers (PWC) survey, 88% of global CEOs surveyed said that digital technologies delivered high value in operational efficiency to their organizations, and 84% placed a high priority on analytics and big data investments. Alan D. Wilson, president and CEO of McCormick & Company, was quoted in the survey: “Any company, to survive in the current environment and into the future, has to be on the forefront of technology.”

But small and medium size businesses cannot afford to implement or support costly and high ‘needs’ IT solutions. When they think outside their own box, they may realize others are likely in the same position.

Tada! Why not combine forces with other companies in the same spot!

  1. How about sharing IT or analytics staff?
  2. If you are using cloud storage, could you form a larger buying group to purchase cloud storage and negotiate a better price?
  3. Small companies in compliance-heavy industries like healthcare, insurance, and finance could cost-share by going together on attorney or legal or privacy services to assist them in policy development and compliance.

See more at the source: Five ways small companies can get ahead through technology sharing – Tech Pro Research

4 Reasons Your Small Business Needs Data Analytics

In today’s world, data is a very potent force. Data analytics is simply extracting actionable information, trends and patterns from data.

In a recent blog post the authors highlight four reasons this is the direction for all small businesses.

1. Analytics can tell you what your customers are buying

2. Information you have about your customers will allow you to ‘personalize’ their experience

3. The information can also be used for marketing, and customers will see you responded to their input

4. Your data can help you check your assumptions – your business is growing right, things are busier, no? Confirm your assumptions with data

For more see the source: 4 Reasons Your Small Business Needs Advanced Data Analytics

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