Discover how this organisation reduced turnover to save millions each year
Staff turnover may be costing your organisation millions each year. West Arnhem Regional Council engaged with Insync to measure and improve employee experience and ...
Considering asking your employees about their vaccination status?
Learn about our confidential and secure Back2workplace surveyDuring times of great change and uncertainty, maintaining and enhancing employee engagement is more important than ever.
This is the story of a leading Australian not-for-profit organisation that managed to lift employee engagement while facing challenges to its very survival – including the impact of the COVID-19 pandemic, managing rising costs and flat revenues, dealing with the complexity of multiple services, and promoting diversity and inclusion, to name just a few.
In this downloadable case study, you can learn how this NFP not only maintained employee engagement but improved its results from previous years.
The CEO and the Director of People and Culture have reflected on five factors that underpinned their organisation’s ability to engage employees during these difficult times.
With the advent of a new CEO, the organisation took a significant amount of time to refresh and update its strategic plan, with the following notable features.
Highly engaged leaders set a great example for employees reporting to them and helping create a positive environment. Here are just some ways this NFP created a united leadership team.
Before conducting the survey, the organisation had to implement a difficult change process. Despite concern that this would negatively impact employee engagement, the way in which the change was managed made a big difference, and engagement improved slightly.
Organisations need to place a large amount of focus and effort on maintaining employee’s workplace wellbeing. This NFP places a high priority on diversity and inclusion and goes to great lengths to make employees feel welcome and accepted through the onboarding process. Here are just a few of their onboarding practices:
This NFP puts a high priority on communicating well with employees. To continue improving communication they seek ongoing feedback on the effectiveness of the communications as well as people’s preferred channels.
This organisation managed to not only maintain employee engagement but increase it from 70% in 2019 to 73% in July of 2020 (results in the top quartile of Insync’s NFP benchmark). Key indicators of improvement include:
Continuous improvement never stops – people need constant communication, connection, development and recognition to continue achieving high performance standards.
This NFP will continue implementing their strategy and nurturing their strengths. They are responding to employee feedback on where improvements can be made in areas like communication, technology, recognition of staff and maximising staff potential.
Insync is very grateful to this organisation for sharing their experiences so generously and authentically.
Download the full case study here to unpack exactly how this organisation engaged employees when facing uncertainty.
Staff turnover may be costing your organisation millions each year. West Arnhem Regional Council engaged with Insync to measure and improve employee experience and ...
Patient experience week - acknowledge & showcase innovative efforts of clients & highlight strategies to improve patient experience. Get resources here!
The Covid-19 pandemic has driven across the board declines in safety culture. But implementing key high reliability strategies will help organisations bounce back ...
Insync's healthcare partner Press Ganey has analysed its employee and physician databases to uncover how COVID-19 has impacted the healthcare industry, particularly ...
We use cookies to enhance your experience. Further use is considered consent. You can read more about cookies in our Privacy Policy.
You’ll always get a real person when you contact Insync.
Let's get started