Our Approach

Design and run your employee survey

We take the time to learn about your organisation and objectives so that we can create a bespoke employee survey and give you the data you need to help improve employee engagement.

Research and planning

Conducting focus groups at the beginning of the process helps us to design a questionnaire that resonates with your employees and demonstrates that you value their input in the survey. We also interview members of your leadership team and senior managers and discuss how they can promote the employee survey to colleagues.

Questionnaire design

You might want a full employee survey, a pulse survey with near real-time results or a one-off temperature check to assess the current climate of opinion – whatever you need, we can design a questionnaire that works for your organisation. This might include tailored and standard normative questions, benchmarking and tracking key items year-on-year.

Survey communications

We can develop an effective brand and communications strategy for your employee survey so that it stands out from other internal activity and generates interest. By recruiting and training survey champions (employee volunteers who inform and support their colleagues during the process), we also help you to improve response rates.

Make sense of your employee survey results

Your survey will generate a broad range of data that you might not have time to mine and visualise yourself. We have the statistical expertise to provide detailed people analytics.

Prioritising key findings

We help you to identify the quantitative and qualitative feedback that is most relevant to your organisation so that you can prioritise the actions you need to take. By recommending areas to focus on, it’s easier for you to set goals and responsibilities that can lead to greater employee engagement.

Reports and visualisation

Reporting back to departments and benchmarking data is an important part of the survey feedback process. We provide data visualisation for each agreed group, including departmental findings compared with company-wide results, which managers can use to inform their teams. We also identify the high and low scores in relation to the company and the external benchmark. All your reports are easy to access via our secure Web portal.

Trend analysis

Employee surveys work best when you take a long term view and can detect trends over time. After a second survey, you receive the scores that have improved and declined the most. We typically include the engagement index in these reports so that departments can see which scores they need to maintain or improve to be in line with their targets.

Take action

We work with you to turn your employee survey data into tangible and measurable activities, including people strategies, action planning workshops and internal communications.

People and organisational strategies

We help you to align the priority survey findings with your people and organisational strategy. This might include developing a group-level people strategy and improving individual HR frameworks, such as job descriptions and training programmes. Having worked inside businesses as well as consulting with them, our recommendations are based on HR best practice and tailored to your organisation.

Workshops and internal communications

Good communication can make the difference between a successful employee survey and one that leads nowhere. Our services include developing key messages and tone of voice, providing action plan templates and facilitating feedback sessions. Your employees are more likely to consider the survey worthwhile if they get the results quickly and see action being taken, so face-to-face meetings with managers and company-wide communications are crucial.

Leadership support and management coaching

We help your leaders and senior managers to engage with their teams and deliver a business strategy that everyone understands and can personally align with. This might involve asking essential questions about what your organisation does and where it’s going, building their understanding of what good leadership looks like, and working with them to define employee engagement priorities and work streams.