Video: The Dunning-Kruger Effect Shows Why Some People Think They're Great Even When Their Work Is Terrible
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Video: You Need An Answer Key If You Want To Hire Stars
Having an Answer Key (or Answer Guidelines in our lingo) is absolutely required if you want to know the difference between terrible candidates and great ones! Otherwise, candidates with bad attitudes are guaranteed to slip through your interview process. Watch this video and learn the groundbreaking technique of using an Anwer Key to hire more effectively!Why You Shouldn’t Use 5-Point Scales On Employee Engagement Surveys
5-point scales are what you most commonly find in employee surveys (think of a Likert-type scale ranging from Strongly Disagree to Strongly Agree). In many situations, 5-point scales are just fine, and psychological and sociological researchers use them to great effect. However, in the world of employee surveys, the 5-point scale has a fatal flaw.Never Ask Employees If They're 'Satisfied' On Employee Engagement Surveys
Satisfaction, a concept often measured by questions like “Overall, I am satisfied with company ABC” or “I am satisfied with my job” is too weak to help you improve employee engagement.Artificial Intelligence Is Radically Improving How Quickly You Can See Improvements In Employee Engagement!
While many companies are still only attempting to use AI, Leadership IQ is actually doing it! Leadership IQ combines its AI-driven survey practice with multiple regression analysis to precisely isolate different parameters that influence an organization’s engagement with its workforce.On Employee Engagement Surveys, Never Ask A Question You Don't Know How To Fix
Our test on employee engagement surveys has discovered that only 22% of companies get good results on their employee surveys!
Why is that number so low? One big reason is that most companies ask terrible questions on their surveys. And specifically, they ask questions that they don't know how to fix.
This Chart Shows Why So Many Change Management Efforts Fail
It’s a truism of change management that it’s easier to change a troubled organization than it is a successful one. Why? Because, in a troubled organization, remaining in the status quo seems pretty unappealing.Categories:
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