You’ve got good people—what are you doing to make sure you keep them?
So, your organization is effective in its hiring efforts, and you’ve got an ongoing and well-received development program. That’s more than half the battle, for certain. However, it’s vital that you make sure that you understand what is important to your employees and how well you’re meeting their needs. Not knowing this can leave you vulnerable to those members of your team who will leave if they don’t feel that their needs are being met or believe that no one in management is listening to them. Let us help you take the temperature of your organization, and show you how to use that information to make changes where needed. Here are some typical ways we help organizations do this.
Employee Engagement Surveys – Web-based (or paper-and-pencil) surveying of employees to get their opinions on a wide variety of topics, including confidence in management, pay and benefits, direct supervision, culture, morale, and so on. No two organizations are alike, and so no two surveys are alike. We design each survey based on the needs of the organization, and then pull crafted questions from our extensive database of organizational surveys from across a variety of industries.
Flash Surveys – Short (5 to 15 items), focused engagement surveys designed to get quick feedback from large groups. Often, organizations will use Flash Surveys as a quick follow-up to a semi-annual, full engagement survey in order to measure progress toward some short-term goals. Some will instead use it as a way to keep in touch with their people in a manner that is less time intensive and doesn’t require waiting sometimes a year-and-a-half for the opportunity to engage with them.
Exit Surveys – Web-based (or paper-and-pencil) surveying of employees who are leaving the organization. The purpose behind this survey is to use this unique opportunity (exiting the organization) to identify—sooner rather than later—problems or issues in the organization that might lead to other valuable employees leaving.
New Hire Surveys – Often linked through similar questions to the Exit Survey, this is a Web-based survey that is given to newly hired employees at a predetermined time at the beginning of their tenure (e.g., the first 90 days or 6 months). At the same time, a survey is sent to the hiring managers of these new hires that asks them to rate the quality of the new hire, as well as their satisfaction with the hiring process itself.
All of these surveys can be tied together to form the groundwork for a more comprehensive “big data” effort to track employee engagement over time. Moreover, this kind of information can be tied into other organizational datasets and used to look for connections that could never be determined before.