Turning data into opportunities
The reasons and occasions for conducting an employee survey are many. The ways of driving your organization's strategic development with these powerful tools are diverse.
Perhaps you will find inspiration in our clients' typical objectives. If so, please do not hesitate to get in touch with us if you have any questions or wish to talk about your objectives.
- Identify strategic opportunities
Identify strategic opportunities
Several pressing strategic matters are on our agenda. To tackle these issues, we need to get a global picture of the prevailing sentiment among employees. What are our managers in the subsidiaries thinking? What are our employees experiencing? Our aim is to pinpoint opportunities for improvement.
- Develop the corporate culture
Develop the corporate culture
We finally have a new corporate vision and mission statement. It suits us. But how do we embed our values and goals in our corporate culture? How can an employee survey help us accomplish this? And how do we gear the survey achieve these goals?
- Enable expansion abroad
Enable expansion abroad
We have enjoyed remarkable growth, especially offshore and in Asia. Our managers are now called upon to lead international, multicultural teams. What is the best way of making this work? What do we need to know? How do we obtain meaningful data?
- Boost engagement levels and employer attractiveness
Boost engagement levels and employer attractiveness
Our two big concerns are demographic change and the VUCA world. We urgently need qualified, engaged employees. But how do accurately gauge their commitment levels? What can we do to enhance our attractiveness as an employer and retain staff?
- Cultivate leadership dialogs
Cultivate leadership dialogs
Frankly, our management and feedback culture leaves a lot to be desired. How do we measure and develop our leadership practices with our mission statement providing the baseline? Where do we start? And what matters most?
- Streamline and improve employee surveys
Streamline and improve employee surveys
Our employee surveys have always been very elaborate with tremendous effort devoted to preparations. Following up on the results was also an uphill battle. Many employees are tired of it. There has to be a leaner, more efficient way of doing this.
- Modernize employee surveys
Modernize employee surveys
Digitization, agile working methods, Industry 4.0—how does all this affect our surveys? How do we keep up with the latest developments? Should we even be conducting conventional surveys at all anymore?
- Integrate psychological risk analyses
Integrate psychological risk analyses
The works council is pushing for a separate large-scale survey to assess psychological risks. We want to steer clear of that. Is there any way of shoehorning this assessment into our ES? It is a strategic tool, so won't this be too much for a single questionnaire?
- Connect data in meaningful ways
Connect data in meaningful ways
We collect mountains of employee data, but we do not connect the dots much or methodically mine these data. How to put all this information to better use? What can big data and HR analytics tools do for us? What will work for our company and what should we avoid?
- Design a survey ecosystem
Design a survey ecosystem
We have long been conducting our biennial corporate employee survey. There is no more room to squeeze any more topics into it. And two years is too long for many issues that require timely feedback. What is the best way of underpinning and augmenting our main ES? What do we have to do and how do we do it?