talent week presentation - sarah marrs
TRANSCRIPT
Sarah MarrsEmployee Engagement Specialist!
Qualtrics !
Employee Pulse SurveysFresh Approaches to Employee Feedback Programs
HOUSEKEEPING - The recording and slides for today’s presentation will be made
available on talentweek.com along with other content and webinars from throughout the week
- Please use the chat window to submit questions throughout the webinar, we will have time designated at the end for Q & A
- Join the conversation on Twitter by tweeting @Qualtrics using #talentweek
• Why Pulse surveys?
• A program of 3 layers
• Advantages and practical considerations
Today’s Agenda
Annual Survey
Pulse Survey
Pulse Survey
Pulse Survey
Why run surveys at all?
Increase productivity
through motivation
Pulse Survey
Ask less questions more often
Be more responsive
Gallup Consulting: High-engagement firms grow EPS at 28%, low-engagement firms experience EPS growth rate decline of 9.4%.
Blessing White: 85% of engaged employees planned to remain with their employer for ten or more months
Rutgers University: Highly engaged business units an average 3.4x more effective financially than less engaged units
Asks:
The “standard” pulse
Participation:
Some annual survey items: Engagement Drivers of Engagement Action planning items
Some new items Is run in conjunction with the annual survey
Managed through sampling Survey either controlled participation (random sample) Or open participation Is run via computer access
Length and Frequency: Monthly or Quarterly 10-20 items
Reported: At Business Unit level or one below
A program of 3 layers
Employee Sentiment
Employee Experience
Closing the Business Loop
HR
Senior Leaders
Management
HR
Senior Leaders
Management
Employee Sentiment
Question examples • This company motivates me to go above and beyond • I’m feeling optimistic about the work I’m doing • My work-life balance has been reasonable this week • I’m looking forward to coming to work this week
May June July August
Gives a company a read on employee morale • Understanding how this is impacted by other things • Understanding how this fluctuates through the year • Allows leaders to tailor/increase communications
Time-based
~5 questions
Sept October
If response is negative: What’s the main reason: • Workload • Tough client • Dysfunctional project • Technology not working • Team conflict • Frustrating project
Employee Experience
First day
Exit
Gives a company a measure of the employee experience through their lifecycle with the business • Is the business doing its best to enable its people? • Are we maximising our existing initiatives (training, induction
programs etc) • What are the warning signs of high-performer attrition?
First week
First month
Passed probation
Promotion Annual Perf. Review
Employee lifecycle-based
~10 questions
Annual Perf. Review
Training
• Organisation enabling new joiners with training / equipment
• Organisation making people welcome • Optimism around new role • Motivation for the job
• Feeling PR was fair/well-conducted
• Impact of review on engagement
• Effectiveness of training
• Reasons for exit
• Feedback on role/team/manager
• Impact of promotion / pay-rise on engagement
Close the Business Loop
Low / high-takings for the week
Connects those employees who are in the detail with leaders in a constructive way • Capturing immediate, in-the-moment feedback, aggregating it and giving it to leaders • Feedback is anonymous and objective • Enables continuous improvement – highlights where the blockages are in a business • Treats employees as the experts • Provides a place for employees to give their views
Large client – sales call
Client mid-project review
Operations-based
~2-3 questions
Lose / gain a big client
Close the Business Loop What best describes how you currently feel about this project?
• Energised • Frustrated • Concerned • Stressed
Do you feel you were able to give your best service to customers today? How optimistic would you say you were about the success of this implementation?
If response is negative: What’s the main reason: • Workload • Tough client • Dysfunctional project • Technology not working • Team conflict • Frustrating project
A program of 3 layers
Employee Sentiment
Employee Experience
Closing the Business Loop
HR
Senior Leaders
Management
HR
Senior Leaders
Management
Advantages of trigger-based feedback
• Less likely to lead to survey fatigue • Engages employees, but as a byproduct • Is an objective way to give feedback • The feedback is about business – not about
feelings • Captures feedback in-the-moment • Once set-up, provides continual feedback
automatically
Can integrate with other systems: • CRM system • HR management systems • Onboarding system • Even pen and paper
Some practical considerations
The laws of sampling:
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
% o
f pop
ulat
ion
need
ed to
get
repr
esen
tativ
e sa
mpl
e
(±3 c
onfid
ence
)
Population size
More regular data Less regular data
Q&A