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Always-On Employee Feedback

True Employee Experience is in 3D

Walking into a local electronics superstore, one cannot miss the amazing advances in entertainment technology. Every television and sound system screams Smart Technology! It can be overwhelming for a novice due to the broad range of choices and features. 

Investing in employee engagement/experience technology must be a lot like this. How can leaders select the right product that identifies what’s really important to employees?

Is it necessary to have all the bells and whistles or do we just need to get to the heart of what employees need to become productive and happy? 

At the recent 2019 HR Star Conference in San Francisco, CA, Connie Wedel, SPHR, GPHR, SHRM-SCP, Founder and CEO of HR Without Borders spoke about the importance of using data-rich listening surveys to improve the employee experience overall.

One of the points she made is that many employee engagement surveys are limited in their ability to measure satisfaction and importance to employees. Employees are unique and therefore what may be important to one is irrelevant to another. It is dangerous for leaders to guess what’s important to employees in their daily lives.

It’s far better to ask employees in a safe way and then take action in areas where it can make a real positive impact. 

Understanding Employee Engagement in 3-Dimensional Terms 

The 3D system that Thymometrics’ real-time employee engagement product is built on has all of these factors in mind:  

First dimension: the satisfaction factor, which is assigned to each general area of employee happiness. 

Second dimension: the importance of each factor is determined by employees. This is noted by the special Thymap, which is a visual representation of clusters of moods of employees across the organization based on current employee responses. 

Third dimension: time and it’s how sentiment shifts. Fluid slices or sections of time can be reviewed to see changes that correspond with employee satisfaction levels and corporate efforts, all moving in response and relationship with the other factors. 

Sharing what’s important 

To take things to the next level, within each of these dimensions, employees always have the opportunity to share with full anonymity their ideas, concerns, complaints, and praises directly within the built-in communications feature offered by Thymometrics.

This adds a whole other layer to the understanding that employers can have about their employees and their experience. What’s neat about this is that messaging goes directly to the right person who can then respond confidently to each employee. 

Being acknowledged is highly important to employees! It doesn't matter how big or small your organization is; the employee experiences you are giving are only as good as your ability to be responsive.

Once leaders know this information it’s on them to take the right action. Often, this can spur ideas for new forms of benefits or perks. Or it can highlight a growing problem that needs to be corrected before it becomes critical.

Leaders can select the issues that employees indicate are the most important to them and implement new programs or policies. Prioritize what needs to happen based on employee value and then test them with a select group. See what happens and monitor the employee surveys for a response. 

If you would like to learn how the 3 dimensions of employee engagement can work for your organization, give us a call at Thymometrics. We are happy to provide you with a customized and responsive approach to managing the experience of employees.

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Contact us to see how you can get a 3-D engagement view of your organization.

For more information, please email info@thymometrics.com or visit thymometrics.com.