I have been thinking about this study a lot lately because of a Relay for Life event that is taking place in Shakopee, Minnesota on Friday, July 8.  Relay for Life events are done all around the country to celebrate the lives of people who have battled cancer, remember loved ones lost to the disease, and to fight back to try to put an end to the disease.  These Relay for Life events take place in over 5,000 communities with over 3.5 million people participating.

There are several of us from Questar that are volunteering in the Cancer Prevention Study-3 (CPS-3) enrollment tent at the Shakopee event.  We thought it would be a good way to contribute and also get a chance to see first-hand how these events are run.  I am really excited to be a part it for the first time!  I will also be reflecting a lot about a hometown friend who is dying of breast cancer and praying for her and her family.  Being a part of this has not only inspired me to volunteer my time, but it has also inspired me to enroll in the study myself.

Many of us have been touched by cancer in some way so if you are interested in learning more about the study or possibly even enrolling in the study take a look at the two web links below:

www.cancer.org/cps3

www.relayforlife.org

Steven Mars | Vice President

If you ask people why they work, they will probably mention money as the primary reason.  But if you ask people what they like best about their jobs, money usually doesn’t top the list.  Work brings so much more to people’s lives.  Over the past 25 years, Questar has asked millions of employees what they like best about their job.

Most employees mention the intangibles.  Coworkers.  Company culture/products/image.  The job itself and/or the

contributions made.   Here are the top things employees mention with  a few sample employee comments.

Coworkers. Across companies and industries, employees love their coworkers.  In fact, for many people coworkers are what motivates them to come to work each day.  Coworkers are often described as friendly, supportive – like a second family.  Coworkers are also a source of pride and respect, being described as professional, cutting edge, hardworking, and talented.  Employee comments include:

• I’m proud to work with such a talented group of hard-working people. I am challenged day in and day out.
• This place is like a home away from home. I actually miss work when I am not here. I love the department, people and the opportunities that this company presents to me.
• I am especially proud of the professionalism exhibited by many of my colleagues.  It has been a pleasure and delight working with such a remarkable pool of talented individuals and it shows in our work.
• The people I work with are by far the best part of working for this company. The group of people I work with are motivated, smart, open-minded, and just great to work with every day.
• I love the people I work with, and the collaborative way we approach our work.
• I especially enjoy working with top notch colleagues who are without exception committed to high standards of  performance.
• My co-workers make it all worthwhile at the end of the day.  I love the teamwork we share and the results we achieve.

Company Culture. Employees often mention company culture or work environment as what they like best about work.  The attributes they list, of course, differ from company to company, but often include information about pace of the work, standards for quality, and company values.  Employers may be described as fun, relaxed, supportive and friendly.  Others are described as respectful, ethical, and valuing equality.  Fast paced, challenging, and energizing are also favorite adjectives.

• You never know what each day will bring in terms of our work. So the variety of circumstances under which we have to perform our jobs changes. It makes the job very interesting, keeps it fresh.
• I enjoy this company’s positive work environment with friendly people and a professional atmosphere.
• I like the casualness of the organization and how everyone is open yet professional.
• I enjoy working for a company that is focused on team member value and culture.
• This company has an amazing culture that values different people and encourages fun. Even with a demanding workload, the culture of the company and the environment that creates makes the difficulties easier to bear
• I like working for a company that values diversity and is strong ethically.  This company is well balanced and does all it can to help in areas that need corporate help in our country.

Company Image. Employees love to be proud of their company.  And the image of the company is very important for many employees.  People often mention their company’s reputation as one of the things they like best about their job.

• I feel fortunate to work for a company that is so successful yet also so civic minded.  I am proud of this company and of my part in it. I wouldn’t want to work anywhere else.
• There’s a sense of pride being associated with this company and knowing that my contribution is going towards maintaining and building a sterling reputation nearly a century old.
• I am extremely proud to tell people I meet that I work for this company.
• It is wonderful working for a company that takes its brand so seriously.  I have a sense of pride associated with my employment here.
• I am so proud to work for a company that is widely known to be one of the best companies to work for!  I feel nothing but pride when I let my family/friends know who I work for.

The Job Itself. Employees thrive when they are using their skills and contributing to the company.  Employees often talk about the specific qualities of the job itself when asked what they like best.  Variety, challenge, freedom to make decisions, alignment with the organization’s strategy and contribution to something bigger are often mentioned as reasons for loving their job.  Employees frequently describe the work itself as challenging, dynamic, and fun.

• What I like best is the ability to use my talents and skills to get the job done without being second guessed.
• Everyday is different so everyday brings new challenges. Love my team and my Manager.
• I like the fact that I feel like I contribute to the importance of the business.
• My work is challenging, and I take pride in the fact that I’m making a difference in how people see the world.
• I like the constant challenge and changes to my role, it keeps it interesting and mentally stimulating for me.

Perks. Yup.  It turns out those little extras actually are appreciated by employees – especially if they’re something that their friends and relatives aren’t receiving.  Workplace flexibility is often mentioned.  But benefits including tuition reimbursement, PTO days, chances to volunteer, and even their 401k match.

• This company offers such a great benefits package, flexible hours and working with educated professionals.
• I like that our company offers great perks and most importantly our volunteer days. I love volunteering every year and am proud that we’re making a difference in the community.
• I appreciate the support I receive from my boss and the company.  Working from home once a week has made a big difference in my fuel bill and my sanity.

Anna Erickson | Director, Consulting Services

I can’t say I blame people for being unhappy.  2009 was a really hard year for a whole lot of people.  Unemployment rates were at twenty year highs.  And while some research showed that those with jobs were happier than they had been – maybe just happy to have a job at all – there is no doubt that those who kept their jobs paid a price.  Layoff survivors were expected to pick up the slack while many employers cut wages and benefits.  And those nest eggs employees thought they had built up lost much of their value.

I am positive that many companies will see a talent exodus as the economy picks up.  Those hard working but exhausted employees may see their opportunity to jump ship in 2010.

And yet – I was surprised by the Conference Board’s findings.

I don’t doubt that employee satisfaction has slipped.  But the satisfaction levels reported were far lower than what we’ve typically seen in our employee research.  In fact in a study of employed adults throughout the US that we conducted about the same time we found overall job satisfaction at around 68%.

Questar typically sees job satisfaction levels at about 65% – and has for more than 20 years.  This is significantly higher than the Conference Board’s 45%.  And it’s not just Questar.  In fact a study published by Dr. Donald Super in 1939 found surprisingly similar results with 63.74% percent of participants reporting that they were satisfied with their jobs. (Super, D.E., 1939, Occupational level and job satisfaction. Journal of Applied Psychology, 23, 547-564).

And other published research suggests far more stability in satisfaction levels than the Conference Board study suggests.  Carol Morello of the Washington Post offered a great commentary on other research contradicting the Conference Board’s findings in her article “Results of Polls on Job Satisfaction are at Odds”

Don’t get me wrong.  I firmly believe that employers should be concerned about employee engagement levels – especially now.  But before we conclude the sky is falling, maybe we should take a more careful look at that acorn.

Anna Erickson Ph. D. | Director, Consulting Services

I would be interested in any suggestions or stories people have surrounding presenting market research findings.

Questar MRA Presentation 09

-Tom McGoldrick

Out of 31 responses from Liz's Twitter following, 9 said they would consider buying a US-made car, and 22 said they would not.

Out of curiosity, I asked my Twitter followers yesterday if they would consider buying a US car right now. I should have known that this would turn in to a blog post, but that isn’t why I asked. This has been a frequent topic of discussion on the social sphere lately. Ford has Scott Monty managing their reputation on the social web right now, and he frequently reminds us that Ford’s quality numbers are right up there with foreign automakers. But nobody seems to care about that.

The results of the poll in a nutshell: Most people said they would “probably not” and a few people said they’d consider it. I received 31 responses that I could determine a “yes” or “no” from (a lot of people informed me that they would not consider buying any car right now, maybe I should have noted that this is a hypothetical question). I will also note that my Twitter following is not at all a valid sample of the US population, but I follow them because I think they are interesting and intelligent; therefore I value their opinions.

This conclusion is unscientific and based on the explanations from those who responded, but I believe that perceptions of the auto industry right now are much more of a deciding factor than quality numbers. Most of those who said they would not buy an American car believed that foreign cars are better. A lot of people said they never have and never will buy American. Although Ford’s quality numbers are comparable to those of foreign automakers, consumers are in disbelief. The Big 3 need to do something about changing consumers’ perceptions of their brand, and quality numbers will not suffice.

I will admit; I thought everyone would say no. Nine people said yes and twenty-two said no, so it’s not as bad as I presumed. However, it is clear to me that perceptions of US automakers need to change if they want to compete with foreign companies, and it’s going to take more than quality numbers. This is going to take both stability and reliability.

I’d love to hear more in-depth reactions to this topic from those interested in sharing. Thanks again to everyone who responded!

-Liz Giel

This number makes sense to me.  In our consulting business, we are always trying to get our clients to think of the lifetime value of each customer.  When you lose a customer you don’t lose just one meal- you lose all of their future meals, and all of the new customers they would have brought with or referred to your restaurant.  The best restaurant/retail managers don’t think of their customers in terms of an individual visit; they see a visit in the context of the long term relationship they have with each customer.  These managers naturally think in terms of service recovery when something goes wrong.  They know there will be bumps in the relationship, but always do what they can to make things right. They never just assume they will do better with the next customer.

This is also a good example of the power of brands.  When driving down the road tired and hungry, most people will go to the same restaurant for dinner that they habitually go to. I would guess that the more tired or stressed someone is, the more likely they are to go to a familiar brand.  Just look at all the large brand restaurants that cluster around airport hotels.

-Tom McGoldrick