HR has to go through it every year, quarter or month, and so do the employees: the employee survey. Collecting employee scores for 10 to sometimes 80 general questions. No wonder employees are not happy with these surveys. It’s unclear what happens next, and they can’t give their real opinion. As a result, management and HR are burdened with what to do next. The big question is: what is the reason behind the survey figures? And, what will we do?

 

If you know why, you can anticipate

In the meantime, 200+ organisations have worked with employees to find out the why, their true opinions, the story behind the figures. The story of the people themselves. Especially now that employees combine home and office, and are seriously considering changing jobs, it is even more important to know what really matters to them. General questions with a score do not give us that answer. The next step is to start talking to your employees.

 

HR Director: “Gallup research has shown for years that employees are more motivated if they are allowed to express their opinion. That turned out to be a real goldmine in our organisation.”

 

In dialogue, you can really listen

The questions you ask your partner, friends and family are not limited to multiple choice and scoring questions. Why, then, are they used for employees? From now on, you can also enter into dialogue with employees using open questions. When you use open questions, you tell your employees that you trust them, that you invite them to be open, and that you show you’re interested. Open questions will get you answers that matter, that make the difference, that give insight. Check out our white paper with all the design principles for formulating solid open questions.

 

He who asks, receives. And then? 

Our customers, mainly HR and management teams, use CircleLytics to ask open questions to 10 to 100,000 employees. We are 100% inclusive; everyone simply participates via a link. The answers may be given anonymously. Afterwards, they can see the anonymous answers of others and indicate whether they find them valuable or not. This ensures structure and priority.

 

What is the result of listening to employees?

Happy employees. You take them seriously and that makes an impression. What’s more, you learn a whole lot from what they say, how they solve problems, and how they make improvements visible. Just because you ask them. Management is very enthusiastic about this because they now understand what lies behind the figures and HR gives them the information they need to make better decisions.

Interested in the CircleLytics online dialogue? Visit our website

 

Maurik Dippel, CEO, Co-Founder

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