Now that people are staying at organizations longer, it’s important to keep a pulse on their engagement. You don’t need to launch a massive project, but instead can identify your primary goal and start learning. Here are some listening strategies to consider:
Candidate/Hiring Manager surveys go to the origin of your search for talent and help you understand the recruiting process better. It is critical to ensure candidates are being brought in and educated about the organization and the role they will perform. The better your recruiting efforts are, the more you can influence satisfaction and longevity of your newly hired employees.
New Hire/Onboarding/90-day surveys help you understand how well the new employee is being integrated into your organization, your culture, the technical aspect of the job, tools, and resources, etc. Many of our clients avoid high turnover by instituting steps in their onboarding process to contribute to engagement early on their new employee journey.
Training-Specific surveys ensure that new employees are being equipped with the right knowledge and tools to perform their jobs. This is a clear milestone for disengagement if the training does not set them up for success.
Six-Month Check-in surveys take another pulse at employees’ experience. By then, the employee has had a chance to take your organization in as a whole and can provide you with more educated feedback on their experience, as well as their engagement level. It is important to understand the new employee journey closely up to one year after joining.
Pulse surveys are launched at any time when you want all employees (or a target group or team) to answer a specific question. These can have recurrent surveys to measure the topic over a year, for example, with surveys every month or quarterly; or they can be a one-off survey to take a ‘pulse’ at a given time.
360° surveys provide valuable feedback to the employee being evaluated. This type of survey is particularly used to evaluate supervisors, employees you are thinking of promoting, employees on a development plan, or in general employees in leadership positions.
Engagement/Stay surveys are the foundational pieces of HR People Strategy. When done with a thorough and holistic approach, you are able to measure engagement from all sides of the employee’s life at your organization.
Finally, let’s not forget Exit surveys, as they provide valuable information often given candidly by the exiting employee. This feedback could be seen as an opportunity currently latent in your organization, but not being expressed by active employees for reasons unknown to you. These dormant feelings end up causing organizations high turnover, and much can be learned and done with this data.
Is it time to tap into the insights of your employee feedback data? We’d like to help. If you’re a current client, contact your CSM. If you are not yet a client, email us at firstname.lastname@example.org.