Good employers have long understood the importance of researching the feelings of their staff through an employee opinion survey. This is typically done once a year. But, increasingly, the best employers are gauging workforce opinions much more regularly. The emerging model uses flexible technologies that enable organisations to control their data and transform relationships with employees.

1. INCREASING
ENGAGEMENT AND
INSIGHT FROM EMPLOYEE
RESEARCH

2. CURRENT VIEW OF
EMPLOYEE
RESEARCH

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The CEO Agenda
Financial Times, 2014 1020 CEOs, presidents and chairmen interviewed

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The Speed of Change
4

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Why?
§ Organisations need to be more agile and reactive
§ Strategic insight needed to inform decisions
§ Planning cycles shorter
§ Organisations must cater for a workforce with different
demands and expectations, including millennials
§ Need to support blend of quantitative data collection, ongoing
dialogue and development

6. VersionQ32014,v2.2
Why?
§ Organisations need to be more agile and reactive
§ Strategic insight needed to inform decisions
§ Planning cycles shorter
§ Organisations must cater for a workforce with different demands
and expectations, including millennials
§ Need to support blend of quantitative data collection, ongoing
dialogue and development
Surveying once a year no longer sufficient

7. CURRENT AND
FUTURE MODELS

8. VersionQ32014,v2.2
People want to talk
There’s a need to increase two-way feedback, encourage dialogue, transform culture
and drive organisational change.
JL€ $
8

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A Feedback Culture
9
“A feedback culture is driven by daily
conversations, asking for
improvements on performance or
giving a pat on the back. The longer
the period of time between the act
and the conversation, the less useful
it is.“
Peter Cheese, CEO, CIPD

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What does this mean for Businesses?
10

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Key Themes
11
§ Integration across the “employee journey”
§ Implementation of “always on” feedback
§ Closer ties with Line of Business management for ad hoc insight
exercises
§ Linking to business outcomes rather than notional scores
§ Linkage to customer insight and VoC metrics
§ Employee insight as part of Business Process rather than a series of
projects

12. VersionQ32014,v2.2
The new Employee Insight map
Scheduled
Surveys
Annual
/
Pulse
Employee
Voice
“Always
On”
Company
Voice
“Ad-­‐hoc”
Ques?ons
A@ract
Recruit
Retain
Develop
Exit
Current
Workforce
Talent
Pool
On-­‐board/Induct
Employer
Branding
Employer
Value
Proposi?on
Dashboards & analytics to dissect/segment and analyse
Data Integration Layer – HR, Finance Etc.
Take Action
Customer
Data

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Challenges
13
§ Moving from anonymous to confidential
§ Breaking the dependence on benchmarks and score targets
§ Support for Line Managers; decision making & action planning
§ New technology requirement; data collection / integration, analysis
and visualisation
"
Culture change; for leaders, managers and all colleagues

14. VersionQ12015,v3.1
PRESENTATION NAME
Integrating CX and EE – blogs and articles

15. TECHNOLOGY FOR
THE FUTURE

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16
Mobile First

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New Technologies

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18
Insights for Everyone

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19
Insights for Everyone

20. Thank you
For more information, please
contact
0207 403 3900