Foster M.’s Post

How do you tackle survey fatigue? I'd argue employees aren't tired of taking surveys, they're tired of their voices going unheard. In a lot of organizations it just takes too long for HR to translate the results & where they key trends & priorities are. First step is tossing your annual survey in the bin. It's not user or mobile friendly & it dismisses everything else that happened in the previous 11 months. Pulse surveys mean more data that HR isn't equipped to handle in a timely manner. Combining the best of both to get real time predictions & insight is the key to combating fatigue & data inundation. PS - All it takes is 20 seconds to create an unfair advantage for you in the Global Talent pool & activate your employees performance & productivity. LutherOne #employeeengagement

Struggling with employee survey response rates and have no time to fix it? Here are 6 things you can start with...   1. Keep it short and sweet   Aim for fewer, focused questions to make surveys quick and easy to complete for employees.   2. Double-check your question quality   Make sure your questions are clear, focused and not leading. If employees are confused by your questions, they just won't answer them (Stribe has a great built-in tool for this).   3. Pick the right timing   Avoid sending surveys during busy periods. We find most employees answer their surveys on Stribe on Mondays, 10-11am, Thursdays, 10-11am, or Fridays 2-3pm.   4. Use survey advocates   Identify survey advocates within each directorate or team. They can encourage employees to answer the survey and answer any questions folk might have.   5. Remind folk about the 'Why'   Make sure your employees know why they're answering the survey, and how you'll use their feedback.   6. Be upfront about survey anonymity   Give employees confidence that their feedback is anonymous, and that ALL feedback is welcome and valued.     P.S. If your tech is the reason you're struggling with this, it sounds like it's time to upgrade your survey tool. Drop me a message if you're ready to move away from your Google or Microsoft Forms and start making your life a little easier when it comes to employee surveys.   #hr #employeesurveys #employeeengagement    

4 reasons why employee surveys can overwhelm IC pros: 1. Complexity Concerns 🤯 You're struggling to design a survey that actually delivers the insights you need. 2. Analysis Paralysis 😵 You're drowning in a sea of data with no clear direction. 3. Action Anxiety 😰 You're overwhelmed by the pressure to turn survey data into meaningful, measurable changes. 4. Presentation Pressure 😬 You're feeling the heat to present your findings in a compelling way. Swipe through for quick tips to ease your survey stress and achieve better results. If you’re still feeling stuck, our Research Team duo — Jackie Berg & Becky Sennett — are always here to help. We've designed, refined and analyzed hundreds of employee surveys. See how we can help: 🔗https://lnkd.in/gKptwfRx #InternalComms #EmployeeExperience #EmployeeCommunication

If I said “employee survey”, what would be your first thought? A lot of business owners we speak to are scared of conducting an employee survey because they think it might open a huge can of worms that they’ll never be able to contain. We’ve all been in a team setting when opinions start flying about and it can quickly become quite heated. This is every business owner’s worst nightmare. But employee surveys are completely different. They’re not a discussion. They’re mostly done independently online. They’re way more focused. And they’re designed to provide you, the business owner, with actionable insights that will help you to improve so many things in your business. So next time you think about employee surveys, don’t think that you’re going to open Pandora’s box. Instead think that you’re getting tangible insights that you can use to make great business decisions. And if you still need persuading, we’ve created a blog that lists 3 reasons why you should be using them. Read it here ➡️ https://ow.ly/zj3u50QGSaV ⬅️ #reallyusefulhr #humanresources #people

5 Reasons To Do An Employee Survey

Great to see leading HR Data expert, Irma Doze, present at #HRTechnologyEurope on the topic of using data to predict employee turnover. During the session Irma presented 6 steps to help shape your internal process to better understand and manage employee turnover: 1. Ensure data quality - this will not always be perfect! 2. Monitor turnover - set a target to aim for, benchmark both internally across teams and externally 3. Analyse risk factors - you’ll start with 100-150 of these variables but try to narrow it down to 5 and observe the correlations 4. Predict turnover - using the above process take action by putting interventions in place 5. Get deeper insights - start to layer in other data that can build an even better view of the situation 6. Measure ROI - based on your initial targets, measure the ROI of your interventions from step 4. The recurring theme that came out throughout the conference was around quality of data (and layering in multi sources) along with an ability to make better decisions (using people and tech). Visualisation is important but if you can’t do the other two, it’s a waste of time. #HRtech #HRTechnologyConference #EmployeeExperience

Wanna improve your employee survey response rates by 60%?   Me too……   When it comes to employee surveys, progress is a journey, not a sprint.   I always say to customers 'Little and often'   I've just read a great example of that 👇   The Estates Directorate at The Newcastle Upon Tyne Hospitals NHS Foundation Trust had a survey response rate of 8% in 2015.   To start getting to the bottom of it, they dug into the 'Why'. They learned:   - Staff felt ignored - Staff felt their views weren't being heard - Staff weren't seeing any improvements on the things they fed back on   The leadership team set out on a journey to improve communication, involvement, and engagement. Their survey response rates speak for themselves:    Year 1: 8% Year 2: 10% Year 3: 32% Year 4: 53% Year 5: 68%   What did this look like in their day-to-day?   👏 Identified survey advocates They identified operational areas with the lowest survey response rates, and nominated named representatives for each area. These reps prompted and encouraged colleagues to complete the survey.   💡Involved deskless employees Colleagues were given dedicated time and access to a computer so that they could participate in the survey.   👥 Brought managers and leaders onboard They used staff briefings to raise awareness of the survey and provide updates on the actions for improvement were progressing. Actions were assigned and tracked so that it was easy for their SLT to monitor and identify areas for further improvement.   ☎️ Continually communicated with employees Throughout the process, the trust focused on promoting the survey and the improvements that had been made. They used channels such as quarterly newsletters, regular emails, onsite noticeboards, and apps to make sure staff could see that the directorate was listening to their feedback.   Small steps can lead to big changes.   If you want to make sure every voice is heard with your surveys, pop me a message about joining Stribe!   We work with our customers to create surveys, communications, and board buy-in that create positive change around these tricky topics.   #employeeengagement #hrleadership #employeevoice

🚀 Exploring Employee Satisfaction with Data-Driven Insights! I recently completed an HR analytics project using SQL, where I delved into critical aspects of employee satisfaction and performance across departments. The project involved answering key business questions, such as identifying top and bottom-performing departments in terms of satisfaction, analyzing the relationship between salary and satisfaction scores, and comparing performance metrics like last evaluation, average monthly hours, and promotion rates. This project honed my skills in SQL, data analysis, and deriving actionable insights to support organizational decision-making. It was an exciting opportunity to uncover trends that can help improve employee well-being and drive company success. 💡 Key Takeaways: - Identified trends in satisfaction scores across departments. - Discovered correlations between salary levels and satisfaction. - Analyzed performance metrics to understand department strengths and areas of improvement. Check out my full project for a deeper dive into the data and insights. I’d love to hear your thoughts or discuss how data can be leveraged for better HR decisions! 🌟 #SQL #HRAnalytics #DataDrivenInsights #ProfessionalGrowth

💡 One of last years highlights was building out our Employee Insights Report. 🗣 We conducted surveys and our insights report we built, received some fantastic feedback. 🔟 Across all of our platforms, we had over 10k participants. 🙏 If you were one of them – thank you! 🚀 This year we are looking to do it bigger and better! A lot can change in a year, so we're eager to compare this year's data to last year’s and share the results with you. 🤔 Why? With this data, our aim is to increase awareness of the preferences, values & benefits employees are seeking. It's live right now so head over to Discovered MENA and vote and keep checking every morning for the next 2 weeks! PS If you are in HR / TA or Comps and Bens and would to see last years report happy to share and you can be first to get a copy of this years. #disruptingthefuture #employeeinsights2024 #employeewellbeing