From administration and analytics capabilities to reporting and return on investment, there are dozens of considerations when deciding how to deploy an employee survey. All those details can be boiled down to 10 critical questions. These questions will enable you to think about your survey data as a rich source of information that you can
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Many organizations are still not articulating the potential opportunity to drive business outcomes via the employee survey and instead continue to only focus on ill-defined outcomes such as engagement. By making the employee survey process business-focused, HR leaders can better demonstrate the value of surveying employees and ensure the sustainability of survey initiatives. The key
Many thought leaders and firms are talking about the magic of creating flight risk models. We know that there are upsides to flight risk models that we have with our clients, but it is important to articulate the potential dangers and, more importantly, how you can avoid these risks and improve the impact at the
You’ve deployed your employee survey and gotten the results back; now what? Let us simplify the process for you a bit. Company-Wide & Departments Survey Content The content of the survey report is highly varied. At a minimum, you will want to provide the overall survey category scores for the individual manager (for example, average
Do you know which (if any) of your survey categories actually impact issues like turnover? Are you able to provide direction to managers regarding which items under each category they need to work on? If you answered “no” to these questions, flail in the sea of the unknown no longer. Read our recent study findings below, which
Over the last decade, Dignity Health has undergone tremendous growth and change. Ten years ago, our organization, then known as Catholic Healthcare West, was more of a holding entity than an operating company. Our acute-care hospitals each operated largely independently: held together by our common values and mission, but with minimal corporate oversight or coordination.
We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing. Don’t feed the fever! Let
Imagine going to a seamstress or tailor to have your pants measured. You learn how much needs to be taken in or hemmed and then you leave with those marks and pins on your pants. You don’t leave the pants to be worked on. It sounds crazy, right? Problem is, that’s exactly what you’re doing
ICYMI, we issued two of our predictions via our blog (intro and #2) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper. If you are an auditory learner, you can hear about each in our recent webinar
As we discussed in our last blog, we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions. Our second prediction is that organizations will start to focus on measuring