How HSD Clients Use Our HSD Metrics
Findings empower our clients to address issues within their organizations.
Read their own words gathered from our clients to see for yourself
The following comments are from HSD® clients, from a wide variety of varying industries. We find our clients use the human resource metrics we provide them in a variety of ways, all being extremely useful with their organization to help with employee retention and reducing turnover.
“We continually use the surveys to create local and National action plans to improve our processes.”
“…having meetings with our district managers who are impressed with the way the findings are laid out. It is easy for them to communicate.”
“…the PowerPoint presentations and the manager’s guide to feedback document helped my managers to present their early survey findings to employees rather than waiting until action plans were developed. This was a goal of mine.”
“Useful in targeting areas for opportunity. We create focus groups based on our findings and keep our employees informed on our progress.”
Creation of a 360° Feedback tool designed to measure the core competencies of all employees at a start-up healthcare company.
“…improve overall manager/employee interaction; raise engagement levels.”
“We use both new hire and exit surveys to identify key issues and prioritize imperatives for annual HR strategic planning. We also use the information with workforce groups, such as nursing for example, to understand issues specific to the group and to develop initiatives to address these issues in their work plans. We have added programming such as a commuter benefits program, and a weekend cadre for nursing because of data we obtained from surveys. We had a couple of new hospitals opening in our area in the past year and we used the results to understand our potential vulnerability to staff loss. We use the new hire survey information to make changes to our on-boarding program. Right now we are focusing on adding benefits back into central orientation and working with the hospitals to fix problems with our friend at work program. Divisionally the HR departments use this data in conjunction with our employee engagement survey and other factors such as grievance data and turnover to prioritize areas for greater attention and focus.”
“We provide quarterly reports to our managers on why their employees are leaving. This tool has helped tremendously to reduce turnover.”
“It is a great management/leadership diagnostic tool. Helps us to identify areas of focus to increase employee engagement.”
“…providing information to our executives in a easy format without a lot of customization.”
“Enables us to run reports for Quarterly Data….ability to drill down.”
“All top executives read all verbatim comments. Timing of the survey results matched nicely with our annual October middle management off-site meeting – top executives selected 3 themes for improvement from the survey to weave into the off-site program design.”
“We are using the survey results to assist in the design of our Senior Leadership retreat in October. We have used the survey results to share with our staff and to begin to develop action plans for the entire organization as well as for individual service centers.”
“We send quarterly reports to regional and zone leaders, specific to their area, then follow up with them on troublesome narrative comments. We now report findings to a Risk Committee, because it is a source of uncovering alleged unethical practices.”
“…a filter feature that allows us to breakdown data by business unit, job group, years of service etc. We are a large organization and the feature allows us to review trends that are more specific to region or specific job groups. Reviewing the trends that exist within different areas and organizations then allows us to develop more meaningful strategies.
“….allows our managers to see factual information that backs up our verbal communications about why it is important to hire right and to have their employees engaged while they are here.”
“We have been able to utilize data for additional training for our supervisors.”
“We report the findings to our company’s senior leaders on a quarterly basis. HR Dept is responsible for tracking and looking for trends in support of the areas for which they are responsible.”
“It has helped us identify areas to include in supervisor training and employee education and awareness.”