So, maybe asking your buyers or your employees hypothetical questions is not a good idea-but what about their actual experience? Can they accurately describe something that took place in the recent past? In fact, when given just five pieces of information about a total stranger, the participants guessed his or her behavior with the same degree of accuracy as their own. The researchers also learned that people’s predictions about themselves had no effect on their subsequent behavior. When the fundraiser came, only 43 percent made a pledge. In one experiment, Dunning asked participants how likely they were to buy a daffodil to benefit the American Cancer Society. His experiments show that we are as good at predicting our own behavior as we are at guessing the behavior of perfect strangers. Social psychologist David Dunning has conducted several studies of self-awareness. If people don’t know what kind of house they want, can they predict what would get them to work harder and enjoy their work more? “Buyers will tell you they only want a house that has 4 bedrooms, only to buy a house with another agent that showed them a house with 3 bedrooms they liked.” Here’s what one real estate agent said on Quora: But we’re yet to learn what consumer marketing has discovered through agonizing trial and error: surveys and focus groups are often misleading. Hence the proliferation of employee surveys. In recent years we’ve fallen in love with the idea of treating employees like customers. But for a survey to drive engagement two things need to happen: I’m a big fan of giving employees a voice. According to CultureIQ, 55 percent of employers who “actively manage company culture and drive employee engagement” do so by drafting employee engagement surveys. It’s called an employee engagement survey. Gallup, TinyPulse, Officevibe, CultureIQ, Culture Amp, and hundreds of other HR experts have a magic bullet for your employee engagement problem.
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