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Full Workforce Survey
Cloud-based platform- no software, no app, no connection to workplace servers. Anonymity leads to candid responses

Study after study show disengaged employees drag down overall company performance. Conducting an Employee Engagement survey is a good way to begin evaluating workforce engagement levels. We work with you to design the survey taking into account brevity for a higher response rate. We help you choose categories important to you and use valid and reliable scales to include the number of items to reflect the issue you want measured. For instance, commitment, motivation, and well-being require multiple statements in the survey to ensure the results actually measure each overall concept. Key elements of this full survey are included in future surveys to measure change.
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Pulse (short) Surveys
Reminds employees the employer is following up. No one and done annual survey. Creates trust.

We utilize pulse surveys to take the current temperature of the workforce on key indicators by asking a few quick, focused questions about the areas you are most interested in. These can be scheduled quarterly or sent out unscheduled in anticipation of a workplace policy decision. Just like vital signs, the most accurate blood pressure is when a person takes it repeatedly at different times over an extended period. A one-time check is not adequate. The pulse surveys give you confidence that you are getting true employee sentiment on an issue and at a time you need it.

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Focus Group/Interviews
To be useful, survey results must be followed up with conversation. Learning about underlying causes avoids just treating symptoms

Employee engagement is a complex and fluid concept that is influenced by many factors ranging from compensation to doing exciting work, to work/life balance. Survey instruments can reveal employee perception highs and lows across a set of workplace criteria, but more detail is needed. Conversation surfaces underlying root causes of areas with low survey scores. The focus group approach allows employees to have supportive peers present and talk through how the low rated areas affect them. They can also brainstorm potential strategies to improve. Individual interviews offer the most privacy protected setting where some employees are more comfortable voicing their workplace perceptions.
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Strategy Development
Perfect data in a binder on a shelf is a waste. Leveraging the information gives you a competitive advantage.

Getting thoughtful employee input on what's going well and what could be done better is not enough. Too often leaders stop here – and employees assume their input did not matter. Instead, we work with you to identify 1-3 committed actions that can be taken to improve. These immediate steps provide early credibility the leadership is actually acting on the input. We help you build a long-term strategy aimed at maintaining the high points and building up the low areas. We find out whether the strategies worked when we conduct the next full workforce survey, interviews, and focus groups, comparing apples to apples and comparing the metrics you established like retention rate, revenue per employee, and engagement level.

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