Understand And Act On Employee Sentiment With Halogen Pulse

Guest Contributorby Laura Roantree | Posted | Engagement

Understand And Act On Employee Sentiment With Halogen Pulse

How do you know what employees in your organization want? How do you know how they feel about your company, your talent programs, or even about their day-to-day work? Unless you've got a workforce full of those rare people who actively give feedback, whether you ask for it or not, you probably don't really know.

The best companies know that engagement isn't something you can put on a to-do list. It's an output from the culture and environment they build. And yet, nearly 70% of workers are still not fully engaged.

What's the missing link? Real-time employee engagement

To really move the needle on employee engagement, you need to ask the right questions at the right time so your people can share actionable feedback about what is and isn't working in your organization.

It's why I'm excited to introduce Halogen Pulse™, a new capability TalentSpace customers can now use to add real-time engagement and sentiment analysis to their talent strategy. Based on features first delivered in the Saba Cloud Platform, Halogen Pulse is one of several people-centric capabilities and innovations we announced today at the HR Technology Conference.

With Halogen Pulse, employees have an easy way to provide confidential feedback about their feelings, opinions and perceptions of their organization and its key initiatives. The real-time survey data gives managers and leadership visibility into what people think so they can make faster decisions and act quickly with recommended actions for improvement.

Here's a deep dive into how your organization can use Halogen Pulse to better understand - and act on - employee sentiment.

Build or reinforce a culture of feedback

Halogen Pulse is easy to use, for employees and administrators. The first thing you'll have to consider is choosing what to ask employees. Focus on your organization's priorities, the feedback culture you currently have, and the overall environment.

One of the most important things you can do when working towards strengthening your culture of feedback is to ensure a sense of safety and trust. Doing this starts with transparency and communication.

  1. Explain why you're collecting feedback and what you want to achieve. You may need to make it clear what you won't do with the feedback, i.e., use it for punitive action.
  2. Share how the feedback will be visible to their manager, other leaders and the organization.
  3. Set expectations for how often you'd like employees to provide feedback so you get the data you need to look at shifts in sentiment.
  4. Commit to a timeline for sharing results and decisions about how you'll act on the feedback.

Example of the pulse survey capabilities

If you want to build a sense of safety and trust using Halogen Pulse, one easy way is to start with something that lets you demonstrate quick action. Here are some sample questions you can start with:

Focus in on teams

  • Have you had a team-building event in the past 3 months?
  • Did you enjoy the activity?
  • Do you feel the dynamic on your team was improved as a result?
  • What kind of team-building event would you like to do next?

Team leaders can use this information to tweak their approach to better meet the needs (and wants) of their team when required.

Get a read on feedback

  • Have you received feedback from your manager in the past month?
  • Have you received feedback from your peers in the past month?
  • Is the feedback you've received useful in your day-to-day work?
  • How do you like to receive feedback?

If you're building a culture of feedback, do you know how people actually feel about it? Is it benefiting them? To find out, use Halogen Pulse to ask and make decisions about next steps in the process of promoting the value of feedback.

Get feedback during times of change

Change can be uncomfortable and hard. But it's also inevitable. During times of change, organizations go into communications mode to share as much as they can with employees.

But what about the employees?

They're experiencing change and hearing about change, but do you know how they're reacting to the changes? Asking them for feedback is the best way to help them navigate change successfully.

  • Make sure they understand the change and why it's happening.
  • Find out how they feel about the communications around the change.
  • Gauge the level of trust and support they feel.

Asking questions about how employees are feeling through change will help you identify the areas in your organization where the champions and opponents reside. Maybe the messages are missing the mark.

Maybe some managers aren't as effective in leading the change. When you know how people feel about change, you can more easily address their concerns.

Halogen Pulse supports real-time feedback for real change

Even if your organization isn't going through an intentional change, Halogen Pulse can give you a more complete picture of how people feel about your organization on an ongoing basis. Traditional annual engagement surveys provide a point-in-time snapshot view of engagement, but it won't show you the ebb and flow people experience each day.

Halogen Pulse helps you measure what matters to your organization:

  • Configure Pulse survey questions
  • Get a point-in-time view of employee sentiment through daily surveys
  • Report in real-time to act quickly

With this information you can learn what you need to know, when you need to know it and take action to help your people work, learn and grow - together.

Attending HR Tech? See Halogen Pulse and other people-centric innovations from Saba at booth 1601!

If you'd like to learn more about how you can use Halogen Pulse to capture valuable feedback about employee engagement on an ongoing basis, visit the Saba team in booth 1601 in the HR Tech Expo Hall, or contact us to learn more.

You can also read this post to learn about the innovations in people-centric modern learning Saba announced at the conference this year.

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