Employee Listening is now available as a “click & go” solution! Is it the right program for your business?
Let’s start with People & Culture Nowadays, it is broadly accepted that to run a successful organisation you need to have engaged people. And that to keep people engaged, you need to be able to understand and respond to their unique perspectives. Diversity of thought is something to be celebrated—and something that can give you […]
Taking action in response to feedback is critical to protect the ongoing viability of your feedback program, as well as to foster ongoing engagement between your organisation and its employees or customers.
PeopleListening enabled GHD to gather more employee feedback, respond to feedback with greater immediacy and dramatically improve the communication of results via an easy-to-use dashboard.
One of the main criticisms of employee engagement surveys is that they are not engaging and don’t promote action.
Taking action from feedback, demonstrating that you have listened to your workforce, is the singular most important thing you must do to ensure longevity and success from your Employee Engagement programmes.
We have had a very strong growing base of clients on People Listening for more than a year now. Consistently we have seen improvements in engagement scores.
Delving into the use of “conversational AI avatars” to underpin company brand values and to create a “survey companion’” with whom employees can build an ongoing relationship of trust.
By Paul Burley. Employee engagement programmes have a number of benefits for an organization, including better relationships or a greater sense of empathy; building a culture of feedback and action.
We turn our focus to retaining employees and addressing preventable employee attrition in these unique times.
Periods of disruption such as COVID-19 can have lasting effects for businesses – in areas that we might not have ever expected. One of the consequences of the past few months is that many businesses have been in ‘survival mode’ – focusing on what is directly in front of them – whether this is the work pipeline, remote working adjustments or redundancies.