Improve your business with an employee experience program.
Maintaining highly engaged employees at all levels in an organization is an important factor in achieving a competitive advantage. Falling productivity and high turnover are two of the surest signs a business is headed for trouble. The higher the number of employees who leave, the more employees there are to hire and train, resulting in a huge financial and productivity drag on your company. In a nutshell, surveying your employees to manage the employee experience matters.
The sooner your business begins surveying your workforce, the greater your insight and better your decisions regarding employee satisfaction, employee engagement, and a whole host of workplace issues that may be preventing you from positioning your business as a leader in your industry.
The benefits of survey research extend far beyond productivity and turnover. The insights gained from surveying ensure that your company is able to attract and retain the talent vital to your company’s success!
Here’s how NBRI’s Employee Experience Program helps your business attract and retain the right talent:
- Reliable research data
- Analysis from our experts
- Improve your ability to make good decisions
- Onboarding Surveys
- Employee Engagement Surveys
- Employee Pulse Surveys
- 360-Degree Feedback Surveys
- Employee Exit Surveys
The importance of sound research practices cannot be overstated. The validity of the information depends on it.
Pure research that results in clean information and a clear path of best practice next steps are key ingredients of any successful research study. You’ll learn how multiple, key organizational dynamics are performing within your organization, their impact on your business, and what to do about it.
Case Study: Employee Experience Program
A large defense systems contractor contacted NBRI to establish their employee experience program. The goal was to collect employee onboarding, employee engagement, and employee exit survey information from their workforce to understand how to propel the company forward in the future.
The company had experienced an impressive period of growth and now had a staff of over 1,000 employees and was generating over $100 million in revenue annually. However, employee turnover was running in excess of 20% per year, manufacturing consistency had been affected, and customer satisfaction was falling.
NBRI designed and deployed several employee surveys, collected the data, ran the analysis, and presented the findings and recommendations to management.
First, it was apparent that the turnover was due to the current core management philosophy, which was not inclusive of employees, but instead was directive and autocratic, similar in nature to what was common in the 1950s and 1960s. Second, it was discovered that management style was affecting manufacturing consistency as the current management team was not equipped to manage a skilled, white-collar workforce.
NBRI recommended that the first step be the creation of a common corporate language so that management could effectively communicate with employees in a manner everyone understood. Our next step was to outline a desired set of employee behaviors using principles that included: communication, focus, accountability, development, work/life balance, and having fun.
This was an important moment for the company because, for the first time, leaders defined how employees should expect to be treated by supervisors and co-workers. Then, all employees completed a half-day of training in the new common language and principles; anyone who managed another person completed a full-day of training. Finally, quarterly management forums were used to teach and model coaching and feedback skills.
After implementing the recommended interventions, future surveys have shown significant improvements in employee satisfaction, employee engagement, and employee turnover has been lowered to single digits.
During the next year alone orders increased by 17%, revenue increased by 25%, earnings before interest and taxes increased by 28%. Also, work-in-process inventory for more than 30 days fell by 71%, defects fell 13%, and overdue customer backlog fell by 52%.
Provide clients with targeted actions for reducing turnover.
Employee Engagement Surveys
Measure the extent to which employees are passionate about their work and emotionally committed to their coworkers and company.
Employee Pulse Surveys
Deliver a steady stream of data about employees' attitudes toward their organization.
Employee Satisfaction Surveys
Allow for increased productivity, job satisfaction, and loyalty by identifying the root causes of employee satisfaction and targeting these areas.
360-Degree Feedback Surveys
Provide feedback from members of an employee's immediate work circle, such as subordinates, peers, and supervisors, as well as self-evaluation.
Employee Exit Interviews
Obtain valuable feedback from previous employees. They are used to reduce turnover, whether in a demographic, a particular job position, or overall.