Our clients rave about our workforce surveys. With the work environment undergoing such radical change and disruption our data shows that approximately 60% of organisations now measure, in some way, the engagement of their employees.
What makes the difference between a good workplace survey and a bad one? The difference, quite simply, is careful and informed design. The best way around these problems is to ask questions about specific, observable behavior and let respondents draw on their own, firsthand, experience. In addition to posing questions with verifiable answers, asking qualitative questions in a quantitative survey, although counterintuitive, can provide a way to validate the results.
We measure only behaviors that have a recognized link to your organisation’s performance. This may seem obvious, but as many as three-quarters of the questions in survey have no clear link to any business outcome or to job performance. This shortcoming explains many of the more startling survey failures.
A personalized and flexible employee engagement survey
A simple online questionnaire tailored to your organisation allows us to establish a relevant measure of employee engagement and to help you set priority actions. It can also measure issues related to your specific business operations and often only takes 20 minutes for your employees to fill out.
Need a complete analysis every other year? Looking to carry out short pulse surveys in the meantime to measure the specific results of a project or the progress of a team for which you have concerns? Our approach can provide you with timely, relevant data and indicators. With over 20 years experience in workforce surveys, we have a track record of valued clients who see their survey as essential to business success. We provide a detailed, in depth report, with data analysis divided in to many sub-groups for more specific indicators of employee satisfaction. We also provide observations and insights into areas of strength and opportunity that can help in planning and performance management.
Organisation & Succession Planning
Succession planning is the process of identifying very important positions in the organization and creating a talent pipeline, by preparing employees to fill vacancies in their organization as others retire or move on. A successor is an employee with the knowledge, skills, and abilities to fill a vacant position until a permanent replacement can be identified.
Succession planning helps ensure business continuity and performance, particularly during times of shifting leadership and change. Even when there is no identifiable successor within an organization, succession planning can help identify the knowledge, skills and training needed in a future external candidate.
We will work with your organisation to:
- Identify business priorities and risks.
- Develop a succession management plan, including a talent matrix of readiness and development review to focus on resources for the talent pool across the organisation.
- Develop a detailed and carefully executed plan that enables business to effectively manage in changing and challenging times. Retirement, untimely death, involuntary absence, departmental transitions and many such unforeseeable situations tend to occur. A correctly designed and executed succession plan will ensure continued operations, risk mitigation and build trust.