DecisionWise’s Post

🚀Announcement - Engagement Survey is now live! 🚀 Low Participation? Poor Engagement? Lagging Indicators? 🚫 Going through the motions if you aren't going to do anything about it. 🚫 👂🏼toxic! 📣Employees shape culture 📣Perspective informs decisions 📣Feedback - critical COMMIT to act! Ask the right ❓❓ – It's not enough to simply gather insights. Turn feedback into improvements. Communicate what you're doing with feedback and show what you did. Repeat 🔁 What ☝️thing changed because of employee surveys? Share in the comments below. Do you need straight talk 🎯 to uncover what’s next? Book an appointment 🗓️ or give us a call ☎️to achieve your goals. Let’s discuss your challenges and how we recommend solving yours. Hi, I’m Kristopher Schmidt, founder of Purpocity Consulting. We specialize in Chief Human Resource Officer (CHRO) strategic consulting services focusing on PeopleRx™ solutions for business success. Let’s connect. Kristopher \(KT\) Schmidt \| LinkedIn 📞763.288.9181 or 📱 612.239.5487 Visit online at https://bit.ly/43GOhMe #StraightTalk #NoBS #BridgeBuilder #AuthenticLeadership #EmployeeSurveys #RetentionStrategies #BusinessStrategy #StrategicHR #CHRO #PeopleSolutions

If your engagement survey responses include feedback in these areas, you know exactly where to focus your efforts to improve culture.

𝗪𝗲𝗲𝗸 𝟭 𝗦𝘂𝗺𝗺𝗮𝗿𝘆: 𝗧𝗵𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗦𝘂𝗿𝘃𝗲𝘆 𝗗𝗲𝗯𝗮𝘁𝗲 As we wrap up our week on engagement surveys, it’s crucial to reflect on how we can pivot our approach moving forward. 𝗧𝗿𝘂𝘁𝗵 💣 𝗔𝗵𝗲𝗮𝗱 First, let’s acknowledge to ourselves and our leadership teams where we’ve missed the mark in the past. Long processes, lack of deep learning from data, and delayed actions have likely eroded trust and reduced the effectiveness of our surveys. It’s important to own these shortcomings as we plan our next steps. 𝗗𝗼𝗻'𝘁 𝗠𝗮𝗸𝗲 𝘁𝗵𝗲 𝗦𝗮𝗺𝗲 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀 We shouldn’t rush into making new promises just yet. Instead, let’s take the time to develop a solid plan that genuinely addresses these issues. This involves reframing the way we build and execute our engagement surveys to make them more timely, inclusive, and actionable. As we embark on this journey, here are a few initial steps to consider: 1. Evaluate Past Efforts: Take a hard look at previous survey processes and outcomes. Where did we fall short? What can we learn from these experiences to avoid repeating the same mistakes? 2. Commit to Doing Things Differently: Make a commitment to your leadership team to approach engagement surveys with a fresh perspective. This means being open to new methods and tools that can help gather more meaningful insights. 3. Stay Tuned for More: Over the coming weeks, I’ll be sharing ideas on how we can collectively reframe our engagement surveys. We’ll explore ways to make them more responsive and truly reflective of our employees' voices. Over the coming weeks, I invite you to be a part of an experiment. Where we’ll dive into practical strategies to transform our approach to employee insights and actions. Together, we can create a framework  that not only gathers data but also drives real, positive change. #EmployeeEngagement #HRTransformation #FeedbackReimagined

𝗪𝗲𝗲𝗸 𝟭 𝗦𝘂𝗺𝗺𝗮𝗿𝘆: 𝗧𝗵𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗦𝘂𝗿𝘃𝗲𝘆 𝗗𝗲𝗯𝗮𝘁𝗲 As we wrap up our week on engagement surveys, it’s crucial to reflect on how we can pivot our approach moving forward. 𝗧𝗿𝘂𝘁𝗵 💣 𝗔𝗵𝗲𝗮𝗱 First, let’s acknowledge to ourselves and our leadership teams where we’ve missed the mark in the past. Long processes, lack of deep learning from data, and delayed actions have likely eroded trust and reduced the effectiveness of our surveys. It’s important to own these shortcomings as we plan our next steps. 𝗗𝗼𝗻'𝘁 𝗠𝗮𝗸𝗲 𝘁𝗵𝗲 𝗦𝗮𝗺𝗲 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀 We shouldn’t rush into making new promises just yet. Instead, let’s take the time to develop a solid plan that genuinely addresses these issues. This involves reframing the way we build and execute our engagement surveys to make them more timely, inclusive, and actionable. As we embark on this journey, here are a few initial steps to consider: 1. Evaluate Past Efforts: Take a hard look at previous survey processes and outcomes. Where did we fall short? What can we learn from these experiences to avoid repeating the same mistakes? 2. Commit to Doing Things Differently: Make a commitment to your leadership team to approach engagement surveys with a fresh perspective. This means being open to new methods and tools that can help gather more meaningful insights. 3. Stay Tuned for More: Over the coming weeks, I’ll be sharing ideas on how we can collectively reframe our engagement surveys. We’ll explore ways to make them more responsive and truly reflective of our employees' voices. Over the coming weeks, I invite you to be a part of an experiment. Where we’ll dive into practical strategies to transform our approach to employee insights and actions. Together, we can create a framework  that not only gathers data but also drives real, positive change. #EmployeeEngagement #HRTransformation #FeedbackReimagined

🌟 Do your leaders truly engage with the team? 🤔 After conducting frequent engagement surveys, it's clear that many feel a disconnect. Discover how to keep the culture alive even in remote work settings. Check out how we can help at HumanLytics.com. #LeadershipApex #EmployeeEngagement #TalentRepellant

When done right, engagement surveys can provide invaluable insights into how your team is feeling, what’s working, and where you can improve. However, to truly get the best out of your surveys, there are a few essential factors to keep in mind. 🎯 Set Clear Goals: Know what you want to achieve—whether it’s measuring morale, communication, or work-life balance. Defined goals lead to actionable insights. 💬 Ask Relevant Questions: Keep questions focused, clear, and meaningful. Mix closed-ended questions with a few open-ended ones for a balanced view. 🤝 Ensure Confidentiality: People share openly when they feel safe. Confidentiality builds trust and yields honest feedback. 🔄 Follow Up with Action: Share results and outline any changes based on feedback. When employees see real action, they’re more likely to participate again. 🕰️ Survey Regularly, Not Excessively: Spacing out surveys—quarterly or biannual works well—avoids survey fatigue. Thoughtful surveys lead to real, positive change. Are you ready to learn from your team? #employeeengagement #surveys

Every time I see one of these 𝒃𝒂𝒅𝒈𝒆𝒔 show up on social media, it brings a smile to my face. It means that we've welcomed someone new into the FindMojo family. When they go through our certification it usually means that they are individuals looking to: 🔹 Understand their people better 🔹 Improve the employee experience 🔹 Boost employee engagement 🔹 Retain their employees 🔹 Enhance their culture 🔹 Help their people be happier and more fulfilled in work and life overall 𝗪𝗲 𝗹𝗼𝘃𝗲 working with people who prioritize these initiatives. 𝗪𝗲 𝘀𝗲𝗲 how these initiatives transform organizations. 𝗪𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 first-hand how people stay longer, perform better and become that much more valuable to their organizations. If you'd like to check out one of the fastest-growing certifications on the planet, I'd love to chat. 𝗔𝗹𝘀𝗼... -------------------------------------------- FindMojo has just made available, for free, our world-class Motivators Assessment. Try it out, our compliments, and get 3 of your motivators and your top motivational identity. It only takes about 10 minutes! Give it a try and let us know how it goes. 𝗟𝗶𝗻𝗸 𝗶𝗻 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀!! #employeeretention #employeeengagement #employeeexperience Paul Yoachum Briana Bateman Adrian Gostick Chester Elton Todd Billingsley Douglas Cox Christy Price Kevin Brown Matt Wunderli Brent Chappell Lindsey Fisher Sara Berry

Just researching colleague listening strategies, and it’s got me thinking…💡 Listening isn’t just a once-a-year engagement survey. It’s about real-time feedback, acting fast, and making colleagues feel heard. Listening needs to happen at every moment that matters —from onboarding to exit. Also, let's not overwhelm people with constant surveys—nobody likes survey fatigue! Instead, let's focus on pulse checks, human connection and conversation and actionable insights. The goal? Listen to understand. Then act - collectively. Then share the impact with people. Super simple, but makes all the difference. 🙌 #EmployeeExperience #EmployeeListening #MrBandFriends #FeedbackMatters #EX #PeopleFirst #Listeningculture

Engagement surveys are only as good as the questions being asked - survey fatigue is real, and is only made worse by generic questions, vague insights and lack of action. At &Evolve, we're not about vanity projects. We want to ask the right questions, produce actionable insights and help you implement changes that will have the biggest impact for your employees and organisation as a whole. So, how can we help you? Visit our website and-evolve.com or email us at hello@and-evlolve.com to find out more. #EmployeeEngagement #EmployeeExperience #EmployeeEngagementSurveys

Are you using engagement surveys? Have you found them effective in providing actionable steps for improvement? We believe engagement surveys are not just about collecting data; it's about harnessing insights that drive positive change. Reflecting on the outcomes from your last engagement survey can unveil valuable insights into your team's alignment and areas for growth. Did you discover trends that surprised you or reaffirmed your team's strengths? Share your experiences and strategies! Engagement surveys should be more than just a routine check-in; they should be a catalyst for meaningful conversations and targeted improvements.  Our advice would be not to ask questions that you aren't willing to do anything about. https://rpb.li/7AXv1e #EmployeeEngagement #EngagementSurvey #TeamCulture