The QWork Future

Where awesome workplaces grow.

3 Tips to Overcome Fear of Change in the Workplace

9.14.17 by Megan Maslanka

You’ve likely heard this saying many times before: “The only constant in life is change.” Yet if change is the one thing in life that’s inevitable, then why are we employees so horrible at dealing with it? One word: fear. Our fear of change in the workplace can inhibit our ability to embrace the new and better and focus our attention on something much more disengaging – the unknown.


Change within organizations often brings with it the unknown, and the unknown can cause people to go into panic mode. David Rock, author of the Handbook of Neuroleadership, explains that uncertainty registers as an error, gap, or tension in the brain: something that must be corrected before one can feel comfortable again. Not knowing what will happen next can be profoundly debilitating because it can overload cognitive resources, which can diminish memory, undermine performance, and disengage people from the present.


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Checklist: The 16 Survey Questions Employees Want to Answer About Management

9.11.17 by Hilary Wright

You’ve heard the adage: People leave managers not companies. While many factors play a role in preventing employee turnover and improving employee engagement, management plays a critical role. To better understand how this plays out in your organization, your employee survey needs to incorporate questions about managers.


Below we’ve compiled 16 management-oriented questions to cover in your employee engagement survey. You certainly don’t need to ask all 16. Pick the items that cover the areas you’re most interested in. 

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This is What’s Derailing Your Performance Management Process

9.6.17 by Natalie Hackbarth
Your performance management process isn’t quite as effective as you’d hope. You’ve ditched an annual review for more frequent conversations, you swapped out manager assessments for 360 feedback, and you started publicly setting and tracking goals so employees know how their performance is measured. How — after all the research you did and the changes you made — is your performance management process still not engaging employees and increasing performance?
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6 Quantum Workplace Employee Feedback Tools to Use in Your Onboarding Process

8.28.17 by Hilary Wright

Your onboarding process plays a critical role in retaining employees for the long haul. In fact, new employees who go through a structured onboarding process are 58 percent more likely to be with the organization three years later (source).  


During a successful onboarding program, organizations will seek to understand how new employees perceive the organization. Those first few months can also be used to establish your employee feedback philosophy and practices with new hires. Plus, opening the lines of multi-directional feedback is important to ensuring successful onboarding and engagement of your new team members.

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5 Common Employee Emotions to Navigate During Mergers and Acquisitions

8.23.17 by Anthony Edwards

Years ago, I was hired to help a client create and execute an engagement and internal brand strategy after a multi-company acquisition. I was optimistic – getting a leadership team to understand the impact of mergers and acquisition on employees and commit to prioritizing the employee experience during change is usually half the battle! But my optimism quickly faded when I met the entire executive team onsite to kick-off their initiative. Each executive proudly introduced themselves by the name of their previous company, as if an acquisition never took place. And as if their words didn’t make their feelings clear enough, each slammed down a unique business card. How are leaders supposed to align and engage their employees during a merger or acquisition when they themselves appear divided and unwilling to accept the change? 

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Engagement Ambassadors: How to Leverage the Backbone of Your Employee Engagement Strategy

8.15.17 by Jarah Banks

A successful employee engagement strategy is centered on utilizing employee feedback to uncover meaningful insight, make positive change, and create a better employee experience. But why do we insist on collecting employee feedback only after we’ve developed said engagement strategy? Why not ask employees for advice on how to best communicate our plans, drive and promote the initiative, and follow-up after a survey? That’s where Engagement Ambassadors – the backbone of the most successful employee engagement strategies – come in.

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