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How to Measure and Act Across the Employee Lifecycle

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Employee Insights Webinar Series Improving the Employee Lifecycle to Enhance your Employees

Experience

Measure and Act Across the Entire Employee

Lifecycle

Date: 15th of February

How ANZ Bank is Leading the Way and Cultivating Employee Insights with

Engagement

28th of February

How to Implement and Employee Lifecycle

Program in Your Organisation

23rd of March

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Housekeeping

The recording and slides for today’s presentation will be made available within 24 hours.

Please use the question window to submit questions throughout the webinar. We have time designated at the end for Q&A.

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Benjamin Granger, PH.D.PRINCIPAL CONSULTANT, ORGANISATIONAL BEHAVIOUR

Dr. Benjamin Granger is a Principal Consultant of organisational behaviour at Qualtrics. He provides expert guidance to organisations implementing employee engagement and assessment initiatives. Prior to joining Qualtrics, Benjamin spent 5 years as a Senior Consultant with Verizon’s Employee Experience team, where he led enterprise-wide employee assessment, engagement, and system integration projects. Ben is also a certified Lean Six Sigma Greenbelt.

Ben earned his Bachelor’s degree in Psychology from the University of Louisiana and his Ph. D in Industrial Organisational Psychology from the University of South Florida. He has published his work in peer-reviewed journals such as the Journal of of Business and Psychology and the International Journal of Training and Development.

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Agenda• Lifecycle Measurement• Pulse Surveys• Fringe Employee Insight Use Cases• Packaged Solution

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Employeeinsights are nolonger just about engagement surveys

ALWAYS ON

ADHOC SURVEYS

PULSE SURVEYS

CENSUS ENGAGEMENT SURVEY

LIFECYCLE FEEDBACK

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Josebachvili, M. (2016, August 29). How to understand the ROI of investing in People. Retrieved from https://www.linkedin.com/pulse/how-understand-roi-investing-people-maia-josebachvili

Shorten the ramp time to become a fully contributing member

Increase how high someone can go (in terms of output)

Increase how much higher someone goes over time

Lengthen the time someone stays with the company

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The ROI of the Employee Lifecycle

EMPLOYMENT LEAVINGCHOOSING TO JOIN RAMPING

©2015

QU

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CUSTOMER EXPERIENCE

PERFORMANCE &

PRODUCTIVITY

QUALITY /SAFETY

EMPLOYEE ENGAGEMENT

Engagement / Pulse Surveys

CONTINUAL DEVELOPMENT

Training Feedback/ Evaluation

EMPLOYEE BEHAVIOUR

Performance 360s/ Performance Reviews

MANAGEMENT

Performance Reviews

EMPLOYEE ATTRITION

Exit Surveys

CANDIDATEEXPERIENCE

Candidate ReactionSurveys

NEW HIRE EXPERIENCE

Onboarding Surveys

ONBOARDINGPROCESS &

EFFECTIVENESS

Onboarding Surveys

EMPLOYEE ATTRITION

Mapping the Employee Lifecycle

Employee Lifecycle Best Practices

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WHY RUN THESE SURVEYS?• Improve your attraction and

selection processes

• Improve offer acceptance rates

• Identify and eliminate legal/ compliance risks

• Improve the customer experience (candidates = customers)

Candidate Reaction Surveys

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BEST PRACTICE TIPS• Include a single survey at the

end of the pre-hire process

• Survey both passing and failing candidates once their final disposition is set

• Only survey candidates who have a meaningful view of the hiring process (e.g., at least 1 interview)

• Tailor questions to your specific pre-hire processes

Candidate Reaction Surveys

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WHY RUN THESE SURVEYS?• Reduce time and costs associated

with onboarding new hires

• Reduce the amount of time it takes to ramp new hires

• Ensure a consistent and effective onboarding process

• Positively influence early engagement levels

On-boarding Surveys

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BEST PRACTICE TIPS• Consider an “End of

Onboarding” survey vs. “Ongoing Onboarding Surveys”

• Survey employees immediately after the onboarding process

• Make sure these surveys are confidential and attributable

• Tailor questions to your specific onboarding process

On-boarding Surveys

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WHY RUN THESE SURVEYS?• Improve training participation /

completion rates

• Optimise your training and development offering, i.e., expand effective and remove ineffective courses

• Improve learning, transfer of training and ultimately job performance

Post-training Evaluations

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BEST PRACTICE TIPS• Implement Level 1 Evaluations to

measure employee reaction to training

• Implement Level 2 Evaluations to measure learning and mastery immediately after training

• Implement Level 3 Evaluations to measure transfer of training several months after training

Post-training Evaluations

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WHY RUN THESE SURVEYS?• Reduce regrettable turnover rates

• Understand reasons for employees voluntarily leaving the organisation

• Identify which events in the employee lifecycle have the biggest impact on turnover

• Reduce time and costs associated with replacing exiting employees

Exit Surveys

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BEST PRACTICE TIPS• Survey exiting employees

immediately before or after they leave the organisation

• Embed the exit survey into a formal off-boarding process to improve response rates

• Quantify their reasons for leaving (don’t just rely on open text responses)

• Run driver analyses to understand what drives their final reactions about the organisation

Exit Surveys

Employee feedback from various points in the employee lifecycle becomes very powerful when connected.

However, connecting insights is not as simple as putting data from multiple surveys in a single dashboard.

Connecting Lifecycle Insights

Define the unit of analysis (e.g., individual employees, teams, locations, business units, etc.)

Define your “predictor” and “outcome” variables – make sure these are measured/ aggregated at the same unit of analysis

To draw predictive conclusions, ensure that your “predictor” variables come BEFORE your “outcome” variables in time

Make a hypothesis about the relationship(s) BEFORE you measure and gather insights (limit post hoc hypothesizing)

Test your hypothesis with the data gathered

Remember that correlation does not equal causation

Tips for Connecting Lifecycle Insights

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Q&A

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eBook

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Thank you!Benjamin Granger

Email: benjaming@qualtrics.comLinkedIn: https://www.linkedin.com/in/benjamin-granger-7147991b