Our Blog

Are you losing your best people?
14th August 2017 - 10:00
A certain level of staff turnover is normal and even beneficial. It can provide opportunities to promote high performers and bring in "fresh blood". However, when it’s too high the costs can be considerable: direct costs involved in recruiting replacements, and indirect costs related to administrative and management tasks. In many cases the greatest costs are those related to reduced efficiency and the skills and knowledge lost to competitors.
Most organisations recognise this and conduct exit interviews as a means of understanding why people leave. However, research suggests that leavers seldom divulge the real reasons in those interviews. As a result, the value of exit interviews is often limited.
For that reason an increasing number of companies are turning to leavers surveys as a means of gathering reliable insight into why people leave. They offer the same confidentiality levels as other surveys and consequently the results should be reliable, and when they ask the right questions it is possible to separate out the critical pull and push factors behind the decision to leave, and identify the key drivers of staff turnover.
Nowadays the leavers survey can be part of a much bigger, always-on employee feedback platform which can also be used to track engagement and give your people a voice on a range of issues.
Why always-on employee feedback?
7th August 2017 - 10:00
Always-on platforms take the hassle out of surveying. The supplier looks after set up, invites your people to participate via emails or text messages, and automates the whole survey process. Your people can take part on their smartphone, tablet or PC.
You can invite feedback from who you want, when you want, and on any subjects you want. You give your people a voice and listen to them throughout the year.
Up-to-date feedback enables you to respond to challenges, act on good ideas, and make timely changes. You can measure the effectiveness of initiatives and communications, track trends, and raise engagement. Just as you do with your customer feedback.
What to look for in a supplier
A tried and trusted platform, top-notch support, and powerful, easy-to use reporting. On top of that, look for competitive pricing and flexible terms.
Millennials – Do you have what it takes to engage them?
31 July 2017 - 09:00
A lot has been said about generation Y, the Millennials, their preferences and expectations. Some of it is fanciful exaggeration but some things ring true. As a group they tend to be tech-savvy, attach more importance to family values than corporate values, and expect to balance work with their personal life. It is said they have a preference for team-oriented environments, and value a free flow of information and regular feedback.
As an older generation retires, Millennials are moving into management and leadership positions in increasing numbers. This, together with the proliferation of digital technology and social media, is already having an impact on how we organise work.
If we want to recruit and retain the best people we need to remember, at the flick of a touchpad, they can see how their current business or competing businesses are rated by their employees.
To attract the people we want, and manage their expectations we need to start seeing the world through their eyes. Only then will we be able to create a compelling work environment.
Many businesses already embrace social media and a variety of tools to help with that. One of those tools is the always-on feedback platform. Managed properly it can provide the real-time, two-way communications process that is not only important to Millennials but all employees.
Always-on feedback – Is it really killing the annual survey?
20 July 2017 - 10:00
Purveyors of always-on employee feedback apps would sometimes have us believe annual surveys are dead because:
  • They’re time-consuming,
  • They produce a huge workload spike,
  • They are outdated by the time the data is analysed,
  • They are unpopular with employees.
Are those criticisms justified? In our view no! With good project management and analytics skills it is possible to minimise the impact on workload and produce even the most complex analyses and reports in days. And provided the business has a track record of acting on feedback and driving improvement, employees readily recognise the value the survey brings.
An always-on approach, on the other hand, is unlikely to provide the sheer volume of data that is needed for linkage analysis - an assessment of the impact of engagement on key business metrics such as sales or customer satisfaction.
That doesn’t mean annual surveys are better than always-on programmes. In our view they complement each other. Always-on is a great way of keeping your finger on the pulse, identifying issues as they emerge, and pinpointing the things that are of concern to people. The annual survey, on the other hand provides the big picture and the long view, and highlights issues that might need to be tracked over time via the always-on platform.
Always-on employee feedback – letting people communicate as they do outside work
6 July 2017 - 12:00
As consumers we’re used to providing feedback – just think of Amazon and Tripadvisor. And some of us, especially millennials, have grown up with instant two-way communications – things like texting and online messaging. But as employees, most of us don’t get the same opportunity to provide regular feedback.
Some organisations are beginning to recognise its value and are introducing continuous feedback programmes which enable employees to provide feedback how and when they want, using web and mobile channels - mirroring how they behave outside work. It helps to engage them and it enables businesses to ask any number of questions, tune into employee views, and address issues before they escalate.
Always-on platforms are powerful but they don’t need to be overly complex. They need to enable businesses to create, launch and analyse surveys, and share information rapidly. Getting set up need not be difficult. The challenges are more cultural than technical. Above all, businesses need to be agile with their responses.