If you look at our infographic, “Closing the Engagement Gap," you’ll see that most businesses are not in tune with their employees. While there is no stronger predictor of success for an organization than creating a highly engaged workforce, the infographic highlights how the majority of employee are rarely asked for their feedback (less than a few times a year).
Yikes. How can you move the needle on employee engagement if you don’t regularly solicit feedback from your people?
This lack of real-time feedback is creating a gap between HR leaders’ and employees’ perceptions of how effective talent management programs are, and in turn impedes the ability to positively impact employee engagement.
Your employees want the opportunity to give input and feel connected to the business, but for any number of reasons, they don’t provide it. It could be because of:
- A lack of (or perceived lack of) available feedback channels
- Fear of career sabotage if the feedback is not well received
- Giving feedback and not seeing any meaningful action come of it – or worse…
- Giving feedback and not seeing any action come of it at all
Close the employee engagement gap by turning feedback into action
If you truly want to close the employee engagement gap, you need to get around these barriers. Creating a channel for employees to provide real-time feedback – and to do it anonymously – can have a real impact. Pulse surveys are an effective way to solicit this feedback, of course.
But when launched as part of an integrated talent suite, these kinds of surveys enable you to fine-tune your talent programs and deploy solutions to solve issues.
To demonstrate this point, I’m going to walk you through a scenario with “Sally” – a customer support representative
with Acme – who has a few thoughts to share on how things are going. Because the Acme team uses Saba Cloud and the
Saba Pulse 360 survey tool, Sally has an effective channel in which to share some critical feedback.
Solicit real-time employee feedback
Lately, Sally is struggling to feel successful in her job. She’s continuously faced with customer problems that she doesn’t feel equipped to handle. Sally’s talked about it with her manager a couple of times and he’s either assured her “she’ll figure it out” or communicated frustration that she doesn’t already know how to address the issue.
Sally knows she’s not the only customer service representative experiencing these same challenges. There are grumblings in the department that customers are unhappy and the team doesn’t feel they have the authority or experience to address the situation.
Sally decides it’s time to give feedback up the organization and knows she can do this using the Saba 360 Pulse survey available on her Saba Cloud dashboard.
The survey presents Sally with the question “How’s it going?” and she responds by selecting the appropriate emoji to express how things are going for herself, the management team and the company in general:
360 Pulse also enables Sally to provide some context to her responses by presenting follow-up questions she can answer with more specific details:
Sally is one of many employees who have responded with similar feedback in the last few weeks. This feedback is collected and displayed via real-time dashboards in Saba Cloud, enabling HR to quickly dig into results. They see a pattern of feedback emerging and use it to take action.
But before we get into how HR can take action on this feedback, let’s stick with Sally for a minute…
Help employees feel in control of their personal development
With help from TIM, Sally can easily take steps to improve her situation by taking training courses offered right within Saba Cloud.
Take action and prove impact of real-time feedback
While Sally explores the development and coaching options provided by TIM, HR is already taking action. Feedback from across the organization shows a growing concern about company’s ability to provide the appropriate level of support to customers. HR initiates a discussion with management and the support teams on how to address their concerns.
Through Saba's integrated talent suite, the HR team is able to easily tune talent programs and deploy solutions - like training and career development – to resolve the issue. The team is also able to measure the impact of these talent initiatives by connecting them to tangible business outcomes like an increase in customer satisfaction scores, employee engagement and more. Equally important is their ability to monitor their progress from the perspective of employees like Sally, and they can do that by continuing to use the same pulse surveys that brought them to make the changes in the first place.
Learn how pulse surveys can help prove the impact of talent programs
This article provides one small slice of the impact pulsesurveys can have in closing the employee engagement gap. If you want to learnmore, I invite you to register for the Saba Pulse 360 product tour on August 2nd.
In the tour, we’ll show how Saba Pulse 360 can be used to quickly uncover trouble areas in your organization so that you can diagnose problems, prescribe actions, and fix individual and business performance issues. Register here!