Four employee insight trends in the spotlight for 2017

by HCA09 Dec 2016
Companies are increasingly realising the need to gain a better understanding of their employees’ experience, according to Qualtrics.

This realisation is occurring as they make the connection between employee satisfaction and revenue growth.

Qualtrics has identified four key trends expected to emerge in 2017:

Measuring across the entire employee lifecycle

Organisations can no longer expect that the annual employee engagement survey will capture all the insights needed to create an exceptional employee experience. This is why collecting feedback and measuring across the entire employee lifecycle, from the time of onboarding employees to their exit, is critical for organisations to gain insights into how they can improve the employee experience and retain top talent.

“Qualtrics recommends organisations focus employee lifecycle feedback programs on six key employee touchpoints; recruitment, onboarding, employee engagement surveys, engagement pulse surveys, developmental 180 and 360 surveys, and employee exit surveys to gain a true view of an employees experience,” said Bill McMurray, Managing Director, Asia Pacific and Japan, Qualtrics.

Pulse surveys will join the annual engagement survey

In recent years there has been a significant shift towards more continuous feedback. Pulse surveys are complementary surveys to employee engagement surveys. They let organisations dig deeper into the issues that arise in the annual or bi-annual engagement surveys, or into a particular team/department. They will also allow organisations to monitor trends over time and identify seasonal issues.

“In 2017 we expect to see more organisations realising the value of annual census surveys and regular pulse surveys as the basis of their employee insights program,” said McMurray.
“This will help give managers a clear direction towards improvement. They can then gain continual feedback and develop strategies to act on the data.”

Organisation-wide sharing of employee feedback

Digital analytics and research has shown that the best way to effect change across all levels of the organisation is to enable managers to act on data. In 2017, we’ll see managers and people leaders be given visibility of employee feedback to understand how to be better leaders, how to listen to their employees, and how to make management decisions that will create better employee experiences.

“With technologies that deliver customised real-time dashboards across the entire organisation, this shift towards sharing employee feedback across the organisation is inevitable and will help organisations pivot around key issues faster,” McMurray.

Action the employee feedback

Before starting an engagement survey, the organisation must understand the strategy and how it will action the data. The most important part of collecting employee feedback is to take action on that feedback in an appropriate timeframe to show employees that the organisation has listened and values their feedback.

“Employee engagement is directly linked to improved Customer Experience, which in turn is directly related to increased revenues so it should always be a key focus area for organisations,” said McMurray.
“One of the best ways to run an employee lifecycle program is through a real-time survey platform that is sophisticated, yet easy-to-use.

“This way it is easy for employees to provide feedback and the organisation can see the feedback in real-time (even before the survey has closed) and they are able to take action quickly on the data being collected.”



 

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