Fractional HR Management | Board Strategy & Facilitation | Workshop Facilitator | Acquisition & Divestiture Audits | Mission: Work shouldn't suck. We can help you elevate your people and culture to a whole new level!
Our semi-annual #EmployeeExperience survey was completed in July, and yesterday, we gathered as a team to review the comments, suggestions, and scores. #Transparency is a core value of mine—it's something I see as a form of currency. While our scores remain solid in most areas, I won’t pretend I wasn’t disheartened by our collaboration score. As strong advocates for supporting remote work, seeing no improvement in this area felt like a punch to the gut. Despite our efforts to prioritize in-person connections (we’ve only missed one month this year), it’s clear that even the most intentional organizations can face challenges. The fear of being seen as 'frauds' trying to sell ideas without walking the talk crept in. So yesterday, I opened the floor to the entire team to discuss each section in detail. I emphasized that employee experience isn't something I can build alone—it's a collective effort. If collaboration feels lacking, what actions are we each taking to improve it? The discussion sparked countless light bulb moments, with the team contributing brilliant ideas to elevate our work at Elevated. It’s this kind of engagement that prepares us better than ever to help our clients. As HR professionals, it's easy to get caught up in theory. We know that engagement matters. We understand the importance of experience. We've read the books, attended the conferences, and listened to the podcasts. But if your HR team—whether fractional or in-house—doesn’t experience or contribute to these theories in practice, how can they effectively support departments to drive real change? HR’s impact needs to start from within. If your HR team isn't thriving, how can they possibly guide others toward success? Your HR department should be the happiest and most engaged—they have the tools and knowledge to be. Yet everything we read lately says we're burned out, tired and done. So how does an organization fix employee experience and engagement? In my opinion, communicate openly and transparently, own where you know you can do better as leaders and then ask each team member what they will reciprocate back. Employee experience is a two-way street. For those interested, here are Elevated's scores ⬇ We've hired 4 new people this year so I anticipated some pretty big swings. There's work to be done (this is a journey, not a destination) and I'm so proud of what we continue to accomplish! If not always for our clients, definitely for us! ❤️ PS - What's missing below is our eNPS scores. In 2024 January we started measuring it. We had 100 in January as well as July for recommending our services to anyone that could use it! And we scored 75 in terms of "I would recommend Elevated as a place to work" in both January and July. Reminder: Employee net promoter score can range from -100 to 100. eNPS scores between 10 and 30 are considered 'good,' while those between 50 and 70 are considered excellent. 💥 #humanresources #employeeengagement
Paul Lopushinsky Hi Paul. This post should be of interest to you. - Robert Manolson BA, CCDP
Love this level of transparency and openness with your team Michelle Berg. Walking the walk - clearly. :)
Very interesting post. Employee engagement, IMHO is finally getting its day in the sun after decades of lip service from senior management. Some amazing work being done in that area. And I totally agree, it's the journey that matters...and the commitment to it. Thanks for sharing, and being so transparent. I'd also never heard of an eNPS score....also very interesting. This part is golden !! "So how does an organization fix employee experience and engagement? In my opinion, communicate openly and transparently, own where you know you can do better as leaders and then ask each team member what they will reciprocate back. Employee experience is a two-way street. "
Renee Groenland
4mo
One of the pieces I love about this Elevated team is that we are frequently asking for and reviewing our feedback together. The luxury of smaller team is that we can look at these scores and collectively collaborate on how we can do better to increase our scores (which in turn increases our employee satisfaction and engagement). When we get together as a group to discuss these sorts of tools we are reminded of the part we play in this company. Sure, Michelle is our leader and she plays a major role in the company, but without the buy-in from the team to want to actively change our experience, these scores will not budge. I am so proud to work with a team who has such a high GAS factor to make work suck less.
Kyra Grocutt
4mo
This was such an insightful and inspiring exercise to go through the results as a team! I so appreciate the transparency, both from you in sharing the data with us to foster so many great discussions and idea generation, but also from the team in the experiences that were shared and commitments made to one another. Can't wait to see where these ideas will take us!
Lauren Hlady
4mo
As one of the new hires coming in this year, it was such a rewarding experience to go through not only the survey, but the open discussion on how we would commit to areas where we want to make improvements and build a stronger team. It really showed how even if we were all remote, we could come together to share our ideas and insights like we would if we were all in a boardroom. Michelle champions transparency, it's been evident from even before Day 1, and our review together was a perfect example of that. Looking forward to diving into our new projects!
Great transparency. This is what real practical useful vulnerability looks like for me. And I want to applaud your scores - to me all the red bars are higher than I’ve seen in similar organizations. Room for improvement as you point out, but don’t lose sight of the excellence you’ve built here.
As an employee of more than 3 years, I have seen Elevated go through many different evolutions of collaboration and connectivity. Quite honestly, however; I can't really remember a time where we overcame the challenge of being #virtual and #remote, where everyone showed up, contributed, and engaged in their own way! Super excited to be part of the next transformation!
Jelena Stanin
4mo
I’m loving those moments at Elevated, cause even if our collaboration score is lower than anticipated, we had an awesome collaboration around the scores ☺️
Inqqa AI connects the dots in employee surveys & market research
4moHow do you approach processing the text feedback from the open-ended questions in your surveys? Would love to hear about any challenges or insights you've found during that process.