Getting the basics of Employee Research right

Do you know your employees’ opinions?

In a contemporary, forward-thinking organisation, acquiring and using employee input is critical. Understanding employees’ viewpoints enables organisations to remain nimble, informed, and competitive. Employee opinion research gives vital insights into how employees see their positions, workplace culture, and the general direction of the firm. This helps leadership teams to make data-driven decisions that boost engagement and productivity.

Carrying out employee research entails more than just asking questions and gathering data; it takes a deliberate strategy. A business must foster an open culture in which its people feel comfortable providing honest criticism without fear of penalties. This ensures that the information gathered is legitimate and representative of the workforce’s honest feelings.

Clear communication about the aim of feedback initiatives, how data will be used, by whom and follow-up steps can help to build confidence in the process. It is important that those promises are kept too! So many organisations don’t follow up on feedback and this seriously diminishes both the usefulness of the research and the participation rates ‘next time’, when all employees will say is that there is “no point, as nothing is ever done as a result”.

Feedback methods must always be created with inclusion in mind. Providing many opportunities for workers to participate – whether through surveys, focus groups, or anonymous suggestions – enables a greater diversity of perspectives to be heard.

It is critical that the feedback process be ongoing, allowing organisations to track changes over time and react to changing employee demands.

How to create a culture of continuous feedback

Continuous listening

A continuous listening cycle

Organisations that actively and continuously listen to their employees demonstrate a commitment to continual improvement. When done correctly, employee feedback should increase engagement, stimulate innovation, and contribute to a healthy organisational culture that benefits both employees and the organisation.

The graphic above shows the touchpoints during an employee’s time with your organisation, where it is possible to connect with them and gather their feedback. The approach is to track viewpoints opinions and feelings at these points with a view to monitoring and ultimately improving employees experience of their work, day to day and looking for ways to improve efficiency, cultural cohesion and communication. At different points in the journey, you will want to concentrate on different things, but at all points you are looking for open and honest feedback and you should be looking to share what improvements have been made, as a result of the feedback you received.

How to build a continuous listening strategy

Getting feedback touchpoints right

For any research in an organisation, your feedback touchpoints should strive to get the following right:

1. Have clear objectives: The purpose of the research should be well-defined from the outset. Organisations need to know what they want to achieve, whether it’s improving engagement, identifying challenges, or guiding strategic decisions.
2. Anonymity and confidentiality: Employees must feel safe to share honest feedback without fear of consequences. Ensuring anonymity or confidentiality encourages more genuine responses.
3. Inclusivity: Research methods should be inclusive, providing all employees – across departments, levels, and demographics – an opportunity to participate. This ensures a diverse range of perspectives is captured.
4. Actionable insights: Data collection should lead to actionable outcomes. Research must be structured to deliver clear insights that the organisation can act upon to implement positive changes.
5. Follow-up and communication: After gathering feedback, it’s critical to communicate results and outline planned actions. Employees need to see that their input is valued, and that it leads to tangible improvements.

In order to make sure your insights are actionable, care must be given to the design of the questions you ask. Ensure that you:

1. Keep questions clear and concise: Ensure that each question is straightforward and easy to understand. Avoid using jargon or complex language.
2. Focus on one topic per question: Each question should address a single topic to avoid confusion and ensure that responses are relevant and specific.
3. Use a mix of question types: Incorporate both quantitative (e.g., rating scales) and qualitative (e.g., open-ended) questions to gather a range of data and insights.
4. Avoid leading questions: Frame questions neutrally to avoid influencing responses. This helps in obtaining honest and unbiased feedback.
5. Keep the survey short: Aim for a survey that can be completed in 5-10 minutes to maintain engagement and increase the likelihood of completion.

In the following areas of HR’s work, Employee Research has these important benefits:

Recruitment

Employee research is a vital component of the recruitment process, offering insights that can enhance decision-making. By thoroughly examining potential candidates, organisations can better understand their skills, experiences, and cultural fit. This research allows employers to identify individuals who not only meet the technical requirements but also align with the company’s values and work environment. It helps in reducing turnover rates by ensuring a more precise match between the candidate and the role. Conducting employee research at this early stage contributes to building a more cohesive and productive workforce, ultimately supporting long-term organisational success. As with measuring feedback at all stages of an employee’s career, the research has an important monitoring job to do, letting all concerned know that processes are working, as expected, at the right time.

Read more on: How often does Talent get discussed in your Boardroom?

Conducting employee research during the recruitment process offers these key benefits:

1. Enhanced candidate fit: By gathering detailed information, organisations can better assess whether a candidate’s skills, experience, and values align with the company culture and job requirements.
2. Informed decision-making: Employee research provides data-driven insights that help recruiters make more informed hiring decisions, reducing the likelihood of mismatches.
3. Reduced turnover: Understanding candidates more thoroughly helps in selecting those more likely to stay with the company long-term, thereby lowering turnover rates.
4. Improved onboarding: With a clearer understanding of a new hire’s background, the onboarding process can be tailored to meet their specific needs, leading to quicker integration.
5. Competitive advantage: Organisations that invest in thorough employee research can build stronger, more cohesive teams

These benefits contribute to a more efficient recruitment process, ultimately supporting organisational success.

Onboarding

Employee research plays a crucial role in the onboarding process, helping organisations tailor their approach to new hires. By understanding a new employee’s strengths, preferences, and previous experiences, employers can create a more personalised onboarding experience. This not only facilitates smoother integration into the company culture but also enhances job satisfaction from the outset. Additionally, informed onboarding can address potential challenges early, fostering a positive working relationship. Employee research ensures that the onboarding process is both efficient and effective, setting the stage for long-term engagement and productivity within the organisation. As with measuring feedback at all stages of an employee’s career, the research has an important monitoring job to do, letting all concerned know that processes are happening and working, as expected, at the right time.

Conducting employee research during the onboarding process offers several important benefits:

1. Personalised onboarding experience: By understanding a new employee’s background, preferences, and strengths, organisations can tailor the onboarding process to better suit individual needs, leading to a smoother transition.
2. Faster integration: Employee research allows companies to identify potential challenges and address them early, helping new hires integrate more quickly into their roles and the company culture.
3. Enhanced employee engagement: Knowing what motivates a new hire enables organisations to engage them more effectively from the start, fostering a positive work environment.
4. Reduced early turnover: Thorough research helps in identifying any mismatches between the employee’s expectations and the company’s reality, reducing the risk of early turnover.
5. Improved productivity: A well-informed onboarding process ensures that employees are equipped with the right tools and knowledge from day one, leading to quicker productivity.

These benefits contribute to a more successful and efficient onboarding process, benefiting both the employee and the organisation.

What is the difference between HR Analytics and People Analytics?

Pulse surveys

Pulse surveys are a valuable tool for employee research, offering timely insights into workforce sentiment and engagement. Unlike traditional surveys, pulse surveys are brief and conducted more frequently, allowing organisations to capture real-time feedback. This approach helps in identifying emerging issues, monitoring employee morale, and responding to concerns swiftly. By regularly gauging the mood and opinions of employees, companies can make more informed decisions that support a positive work environment. Furthermore, pulse surveys promote a culture of openness and responsiveness, encouraging employees to voice their thoughts, which can lead to higher levels of engagement and satisfaction over time.

Conducting pulse surveys among current employees offers several key benefits:

1. Real-time feedback: Pulse surveys provide immediate insights into employee sentiment, allowing organisations to quickly identify and address emerging issues or concerns.
2. Improved engagement: Regularly asking for input demonstrates that the organisation values employees’ opinions, which can boost morale and foster a more engaged workforce.
3. Informed decision-making: Frequent feedback helps management make data-driven decisions that are more closely aligned with employee needs and expectations.
4. Early detection of problems: Pulse surveys can highlight potential issues before they escalate, enabling proactive interventions that maintain a positive work environment.
5. Enhanced communication: Regular surveys encourage open communication between employees and management, creating a culture of transparency and trust.

These benefits make pulse surveys an effective tool for maintaining a healthy, engaged, and productive workplace, ultimately supporting long-term organisational success.

Performance review

Employee research is a valuable tool during the performance review process, providing a comprehensive understanding of an employee’s contributions and development needs. By gathering data from various sources, such as peer feedback, self-assessments, and performance metrics, organisations can create a more balanced and objective review. This approach ensures that performance evaluations are not solely based on recent events or subjective opinions but reflect a broader view of the employee’s work over time. Furthermore, research-driven reviews help in identifying specific areas for growth, enabling tailored development plans that support both the employee’s career progression and the organisation’s goals.

Carrying out employee research during and after the performance review process offers several significant benefits:

1. Informed evaluations: Research provides a comprehensive view of an employee’s performance over time, ensuring that reviews are based on a broad range of data rather than just recent events or subjective opinions.
2. Balanced feedback: By incorporating insights from multiple sources, such as peer reviews and self-assessments, the feedback becomes more balanced, leading to fairer evaluations.
3. Targeted development: Employee research helps in identifying specific strengths and areas for improvement, allowing organisations to create tailored development plans that align with both the employee’s career goals and the company’s needs.
4. Enhanced communication: Ongoing research encourages open dialogue between employees and managers, fostering a culture of continuous improvement and transparency.
5. Increased engagement: When employees see that their performance is being evaluated fairly and that their development is supported, it can lead to higher levels of motivation and engagement.

These benefits help create a more effective and meaningful performance review process, ultimately supporting employee growth and organisational success.

Want to learn how to create and maintain a high performance culture in your workplace?

Stayer surveys/interviews

Stayer interviews, or research, are a valuable tool for organisations to understand why employees choose to remain with the company. By conducting these interviews, organisations can gain insights into what motivates long-term employees and what aspects of the work environment contribute to their job satisfaction. This information can be used to strengthen employee retention strategies, ensuring that the factors keeping employees engaged are reinforced across the organisation. Additionally, stayer interviews help identify potential areas for improvement, allowing companies to address issues before they lead to turnover. Overall, this research supports a more stable and committed workforce, which is essential for long-term organisational success.

Conducting stayer interviews or research during employees’ careers provides several key benefits:

1. Enhanced retention: Understanding the reasons behind employees’ decisions to stay helps organisations reinforce positive aspects of the work environment, reducing turnover rates.
2. Informed decision-making: Stayer interviews offer valuable insights into what drives employee satisfaction and engagement, allowing management to make more informed decisions regarding policies and practices.
3. Proactive problem-solving: By identifying potential issues or areas of dissatisfaction early, organisations can address concerns before they escalate, maintaining a positive workplace atmosphere.
4. Tailored development: Insights from stayer interviews can guide personalised career development plans, helping employees grow in ways that align with their long-term goals and the company’s needs.
5. Strengthened employee-employer relationship: Regularly engaging with employees about their experiences fosters a sense of trust and loyalty, enhancing the overall relationship between staff and the organisation.

These benefits contribute to a more committed and motivated workforce, supporting both employee satisfaction and organisational success.

Find out more about Productivity Paranoia: A New Challenge? 

Leaver surveys/interviews

Leaver interviews or surveys are valuable tools for organisations seeking to understand the reasons behind employee departures. By gathering honest feedback from departing employees, companies can identify trends and areas for improvement that may not be apparent from within. This information is crucial for addressing potential issues in the workplace, such as management practices, culture, or job satisfaction, ultimately leading to improved employee retention. Additionally, the insights gained can inform future recruitment strategies, helping to attract and retain talent that aligns better with the organisation’s values and goals. Overall, leaver interviews contribute to continuous organisational improvement and long-term success.

Conducting leaver interviews or research when an employee leaves their job offers several important benefits:

1. Identifying trends: Leaver interviews help organisations identify patterns or common reasons behind employee departures, enabling them to address systemic issues.
2. Improving retention: By understanding why employees leave, companies can make targeted changes to improve the work environment and reduce future turnover.
3. Gaining honest feedback: Departing employees are often more candid in their feedback, providing valuable insights into areas where the organisation can improve, such as management practices or workplace culture.
4. Strengthening employer brand: Addressing the feedback received during leaver interviews can lead to a more positive work environment, enhancing the organisation’s reputation as an employer of choice.
5. Enhancing future recruitment: The insights gained can inform recruitment strategies, helping attract candidates who are a better fit for the company’s culture and values.

These benefits contribute to continuous improvement, supporting long-term organisational success and employee satisfaction.

Want to learn more about how losing key talent could affect your organisation? Read our article on: What happens in your organisation when key talent is lost?

More information on People Analytics can be found in these articles:

People analytics are shaping the future of work

4 employee research trends to look out for in 2024

Why can business leaders be sceptical about People Analytics?

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