In our previous post, we discussed how effective a virtual suggestion box can be at work. It can give your managers and senior leaders an opportunity to listen, creating an ongoing channel for feedback. Simply put, a virtual suggestion box can get the conversation going. What are the best practices to implement a virtual suggestion box?

Giving employees a space to share their ideas and opinions is a great way to improve engagement through candid, mult-directional communication. A suggestion box can be a meaningful way to involve employees and engage them with the workplace culture. It can help organization leaders expose and address issues, discover valuable ideas and suggestions, improve employee engagement, and build a culture of trust and continuous improvement.

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When you work with CustomInsight, you’ll hear us talk a lot about psychometric testing, benchmarking, and actionable data. All of these are essential to create “good” questions for an employee engagement survey. And, because there is a science to questions, this is often where in-house surveys or overly short surveys miss the mark. What is psychometric testing?

There is a glut of articles about the employee engagement crisis, with statistics that point to a 10-year low. They’re all but screaming, “We’re doomed to disengagement!” Before you start firing up those coals for a summer barbecue or putting together integration activities (step away from the karaoke machine, please) in a Hail Mary attempt to bring those disengaged employees back in the fold, we want to address employee engagement, disengagement, and how you can identify those staff members who have one foot out the door.