In this webinar, Karen Weeks will focus on where and how to use surveys and other feedback tools to collect data and more importantly, what to do with it once you have it. You will walk away with actionable tips on how to create a great employee experience for your team!
Where do you get stuck when it comes to using data to build a great employee experience?
Have impact
Can’t just be the latest cool trend or the HR thing
What works somewhere else may not be right for you
Who is doing some sort of recurring engagement survey? Onboarding or offboarding? 360 or upward feedback? Feedback loop for HR?
Examples of when I was seeing something and needed to find out more - we are going to use these throughout this conversations
1:1, culture survey, small group - lets break each down so we know when to use each
Anonymous, mass data quick
Getting unique perspectives, a deeper level of understanding
No group think, trusted people who can help you get more insight and start to come up with ideas
You get a lot of great feedback but struggle to tell the story or position it in a way that is digestible
So what did the data tell me and how did I then tell others about it
Go deeper, make it digestable, tell a story
Ratings are a start, but get to those comments in a survey
Ask a lot of why questions (be a two year old)
Get more examples and what would good look like
This is how I got to understand it wasn’t about the cereal but about losing that sense of scrappiness
Can’t be a data dump or just a report card
Start with the big picture - exec summary
Call out trends
Then go deeper with an appendix or supplemental
We show a scale of % responses then a word cloud or key comments in bubbles supporting the ratings
Helped me tell the story to the leaders that the team felt disconnected from them (which was hard to deliver)
Put it all together
Don’t use buzz words but use words they will understand
Capacity and prioritization versus burnout
What is an action plan you put together that you were able to roll out, and it drove results?
My action plans to these stories
Connect the dots for people (because of what we heard in the culture survey…)
Prioritize making the change and putting the action plan in place
Continue getting feedback
I don’t want to say this - but get the credit you deserve
Its easy to move fast and do things in a bubble
But if you are rolling something out in response to feedback - tell the humans that story
Trying leadership lunches, skip levels, mentor programs to help bring a stronger relationship with the leaders
We all get so busy and maybe we implement phase one or step one but then four other things land on our plate
Delegate the tasks - it can’t just be HR
Created a working team to focus on burnout
Don’t worry about getting it perfect - try something, get feedback, adjust, try again (or expand it)
As YO was growing as a culture I kept checking in with people to see how things were going
When to use surveys, small group exercises and one-on-one feedback
How to present the data in a way that is digestible, actionable and tells a clear story
The importance of action plans and how to make sure they don't get lost
