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How we can help you create greater value from data you already have

How we can help you create greater value from data you already have. Deeper insights from employee survey data. Employee survey data should provide and enable the following. ACTIONS. To help organisations better engage their people and deliver for their customers.

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How we can help you create greater value from data you already have

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  1. How we can help you create greater value from data you already have Deeper insights from employee survey data

  2. Employee survey data should provide and enable the following • ACTIONS

  3. To help organisations better engage their people and deliver for their customers

  4. Especially when there is more data available from which to derive these insights

  5. However, most organisations miss out on employee survey insights for two reasons Organisations consistently limit the insight they discover from their survey data in two ways • They fail to uncover insights in qualitative data • “THE LISTENING GAP” • They fail to link survey data with metrics that matter • “THE LINKAGE GAP”

  6. “THE LISTENING GAP”Uncovering insights in qualitative data

  7. “Quantitative analysis (20%) – that which works with existing data, identifies themes, and offers empirical insights – should be supplemented with qualitative data (80%) – that which comes with observation, discerns discontinuities, and requires judgment.” • Dave Ulrich

  8. Think of travelling to a new place Signposts Travel Guides Closed questions are perception sign-posts – they indicate an amount or quality of thinking, feeling or judgement, enable analysis by who and where, and occasionally suggest why. Open-questions are experience travel guides – they tell the stories behind the places directed by sign-posts, explain why things are the way they are, and suggest how they can get better.

  9. The insights from qualitative data enable organisations to shift focus

  10. “THE LINKAGE GAP”Linking survey data with metrics that matter

  11. Most organisations presume employee survey data relate to the ‘metrics that matter’ Productivity Lifetime Value Attract and hire talent Customer Satisfaction • Cost and time to ramp Costs Revenue Absenteeism Leader Effectiveness • Employee survey data Time to Ramp Retention of Top Talent Regretted Attrition Attract Talent

  12. This presumption rests on hope Let’s hope it’s the case Let’s hope one size fits all Whilst the employee survey industry and published research has shown relationships between survey data and performance metrics, relying on generic findings in specific organisational contexts is wishful thinking. Organisations are complex and contain many moving parts, sub-cultures and practices. What is true in one part might not be true in another – so overall analyses often miss what really drives performance in different areas.

  13. Explicitly linking data to these metrics enables greater insight to be derived, as analyses move

  14. So, why haven’t organisations closed these LISTENING and LINKAGE gaps?

  15. Close these gaps and derive deeper insights from your employee survey data with these services Deeper insights from employee survey data

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