Workplace Satisfaction

Employee engagement is a hot topic in the business world today. Company leaders are constantly seeking ways to improve employee engagement. A mind-boggling 88% of employees don’t have passion for their work. According to research conducted by the Gallup organization, employee disengagement costs U.S. companies $350 billion dollars annually.

One of the big disconnects between an employee and employer is due to the old management paradigm of command and hierarchy. This old style of management gives the executives at the top of the hierarchy essentially all of the power in the company and leaves the lower level employees without a voice. The repercussions are too big to be overlooked. Without a voice employees are now going to work every day, unhappy and stressed out. This has led to a huge decrease in employee engagement.

In this constantly changing business world, providing a means for employees to communicate their ideas is essential to developing the economic growth that every organization strives for.

The report by think tank Tomorrow’s Company, employment relations firm and professional services firm Tower Watson, provides key findings regarding voice in the workplace. For one, voice increases employee engagement, enables effective decision-making and drives innovation. Most firms will acknowledge the importance of having policies in place to encourage employee engagement, but not so many are actively taking action to encourage employees to voice their opinion and contribute in a meaningful way. A second finding was that authenticity and trust are essential. The employees need to feel safe and valued when voicing their opinion. Last but not least, organizations need to use a variety of channels to access employee voice, and ensure they support both the individual and collective voice of the employees.

At inqiri, we seek to serve organizations by providing an efficient an effective platform for employees to voice their ideas. Management could use inqiri to ask a question such as “What is the best way to increase employee satisfaction?” The employees could then participate in the inqiri by first providing the criteria they believe to be important pertaining to the particular question. Criteria can be defined as a rule or principle for the evaluation or testing of something. In regards to the inqiri, an employee may feel that teamwork is important to employee satisfaction. The employee could then select a criterion such as collaboration and rate it based on how important they think it is to the decision being made. The employee can also view and rate criteria submitted by other employees that they may have not thought of, but still believe to be important.

The next step in the inqiri process would be to choose and rate options. An option is anything that one believes would be a good choice for the decision. In the inqiri process, any option has the potential to be one that no one else has thought of, but ends up being the preferred option among the group. Referring to the question about the best way to increase employee satisfaction, an employee may suggest that management provide a platform for employees to voice their opinion, such as inqiri. The employee can then view and rate the options that other participants have submitted that they have not thought of.

The final step of the inqiri would be viewing the results. Management could view the results in the form of visual analytics to provide a quick and easy way to understand the voice of their employees. They would be able to see the top options, as well as the collective value placed on the criteria relative to each option to get an understanding of the “why” behind the decision. Management may find that what employees feel is important to increasing satisfaction is very different from their views and opinions. Using inqiri would provide an efficient way for employees to voice their opinion and would provide management with real time data to take action and increase the employees’ level of satisfaction.


 Newcombe, Tom. “”Employee Voice” Is a Key to a Successful Business, Says Nita Clarke.” HR Magazine -. N.p., n.d. Web.

Collaboration Within the Virtual Workplace

In today’s workplace, employees are clocking in from home or even from other countries. Technology has enabled employees to commute virtually to work. This offers tremendous opportunities for organizations, allowing them to scale without expanding offices, while also allowing them to pool talent from virtually anywhere on the globe. However, this trend poses challenges to executives trying to cultivate a positive company culture.

According to Richard Hackman and his team of Harvard psychologists, the single strongest predictor of group effectiveness was the amount of help that employees gave each other, or in other words, collaboration (Grant). This defied the popular belief that the critical factors to effective teams were having stable team membership, or having well-defined roles and responsibilities. Evidence from studies led by Indiana University’s Phillip Podsakoff demonstrates that the frequency with which employees collaborate and help one another predicts sales revenues in pharmaceutical units and retail stores; profits, costs, and customer service in banks; creativity in consulting and engineering firms; productivity in paper mills; and revenues, operating efficiency, customer satisfaction, and performance quality in restaurants (Grant).

The research conducted by Podaskoff revealed some key benefits that collaboration among employees facilitates. The benefits include: enabling employees to solve problems and get work done faster, enchanting team cohesion, reducing variability in performance when some members are overloaded or distracted, and establishing an environment in which customers and suppliers feel that their needs are the organizations top priority.

Executives recognize the importance of cultivating a corporate culture that promotes collaboration to improve organizational efficiency, but with many employees now scattered across multiple states or constantly working on the road, they are facing challenges to implement an effective collaboration program.

Certain software and online tools are answering this question. YouEarnedIt for example, is a software platform that allows employees to reward co-workers for their achievements. The software allows employees to receive recognition points that they can redeem for prizes, such as donations to a favorite charity or executive coaching. YouEarnedIt promotes employee engagement and makes rewarding employees an easy task no matter where they are located geographically.

Although YouEarnedIt is a great service, it doesn’t tackle the challenge of effectively implementing a platform for collaboration from employees across multiple states. Inqiri provide an efficient and effective platform for employees to voice their ideas and collaborate. Inqiri empowers Management to ask questions about current organizational issues and allows employees to submit their opinion and rate their answers in an anonymous manner. The technology behind inqiri has not only developed a technology to present decision alternatives in an easy to understand, quantifiable manner, but has also leveraged the phenomenon of “collective intelligence”. Collective intelligence has the potential to produce very effective decisions and create outcomes that normally would either not be recognized, or fall subject to personal bias.

With more and more organizations with employees working from different regions, the challenge of collaboration is something that needs to be addressed. As Richard Hackman and his team found, creating a culture that supports collaboration is the single most important factor to cultivating an effective team. Inqiri provides a very effective and efficient solution to organizations that want to scale without expanding offices, but still foster a collaborative culture.

For more information on inqiri’s creative solution, visit


Grant, Adam. “Givers Take All: The Hidden Dimension of Corporate Culture.” McKinsey & Company (n.d.): n. pag. Web.

Mirshahzadeh, Darius. “3 Online Tools for Supercharging a Company’s Culture.” Entrepreneur. N.p., n.d. Web.

How to Improve Employee Engagement by Opening Communication Channels

Recently the Harvard Business Review posted an article about boosting employee engagement, while subsequently increasing levels of customer satisfaction. As states in the article, “companies with energized, motivated employees make an extra effort to create a superior experience for customers, who in turn reward the company with intense loyalty and contributions to its profit growth.” By giving lower-level management the task of motivating and energizing employees, businesses can help bring the communication sphere from the upper levels of management down to the employees themselves. In order to retrieve honest and accurate feedback, the channels of communication should be focused around the employees themselves and finding new, innovative ways to improve engagement.

Employee surveys have long been the favored strategy among upper-level management to acquire feedback and engage employees. The idea of conducting regular “pulse checks” is crucial to employee engagement, but online surveys make participation an inefficient process that leads to inaccurate results. Online surveys tend to collect information on what management thinks might be the problem and not what employees know is the problem. In order to tap into the latter, a collective intelligence platform is much more appropriate and effective. Employees should have the power to create and rate the best ways to encourage workplace enthusiasm instead of merely providing feedback on the shortcomings of the current processes. Collective intelligence helps the workplace as a whole to find the best solution for engaging and energizing employees.

INQIRI is the collective intelligence application that can effectively move the sphere of communication down to the employee level. Our software allows users to generate and evaluate options in real time to create a streamlined channel of communication. When employees are able to voice their opinions in an unbiased and anonymous setting, the barriers to engagement are lifted. Ultimately, INQIRI provides the tool for increasing engagement, motivation, and energy for the entire workplace.

We’d love to hear how INQIRI could be helpful in your workplace. Please comment below!


“Boost Employee Engagement (and Make Customers Happy) – Management Tip of the Day – March 28, 2014.” Harvard Business Review. N.p., n.d. Web. 9 Apr. 2014.