How to Measure Across the Employee Lifecycle

BENJAMIN GRANGER, PH.D.PRINCIPAL CONSULTANT, ORGANIZATIONAL BEHAVIOR

QUALTRICS

2

©2015 Q

UA

LTRIC

S LLC

.

The recording for today’s presentation will be available at talentweek.com.

It’s not too late! Make sure you register for Talentweek.

Housekeeping

@qualtrics

#Talentweek

#HumanCapital

JOIN THE CONVERSATION

Benjamin Granger, Ph.D.PRINCIPAL CONSULTANT, ORGANIZATIONAL BEHAVIOR

Dr. Benjamin Granger is a Principal Consultant of organizational behavior at Qualtrics. He

provides expert guidance to organizations implementing employee engagement and

assessment initiatives. Prior to joining Qualtrics, Ben spent 5 years as a Senior Consultant with

Verizon’s Employee Experience team where he led enterprise-wide employee assessment,

engagement, and system integration projects. Ben is also a certified Lean Six Sigma Greenbelt

and has led numerous process improvement projects within Verizon’s HR organization. Prior to

working with Verizon, Ben did employee selection and development consulting for the State of

Louisiana, Bank of America, Edward Jones, Stallion P51, and the Patient Safety Education

Project (PSEP).

Ben earned his Bachelor’s degree in Psychology from the University of Louisiana and his Ph.D.

in Industrial Organizational Psychology from the University of South Florida. He has published

his work in peer-reviewed journals such as the Journal of Business and Psychology, the

International Journal of Training and Development and T+D and has presented his work at the

annual conferences for the Society for Industrial Organizational Psychology (SIOP), the

Academy of Management (AOM) and the Southern Management Association (SMA).

ALWAYS ON

ADHOC SURVEYS

PULSE SURVEYS

LIFECYCLE FEEDBACK

CENSUS ENGAGEMENT SURVEY

Employeeinsights are nolonger just about engagement surveys

©2015 Q

ALTR

ICS

LLC.Josebachvili, M. (2016, August 29). How to understand the ROI of investing in People.

Retrieved from https://www.linkedin.com/pulse/how-understand-roi-investing-people-maia-josebachvili

Shorten the ramp time to become a fully contributing member

Increase how high someone can go (in terms of output)

Increase how much higher someone goes over time

Lengthen the time someone stays with the company

The ROI of the Employee Lifecycle

1

2

43

EMPLOYMENT LEAVINGCHOOSING TO JOIN RAMPING

©2015 Q

UA

LTRIC

S LLC

.

CUSTOMER EXPERIENCE

PERFORMANCE &

PRODUCTIVITY

QUALITY /SAFETY

EMPLOYEE ENGAGEMENT

Engagement / Pulse Surveys

CONTINUAL DEVELOPMENT

Training Feedback/ Evaluation

EMPLOYEE BEHAVIOUR

Performance 360s/ Performance Reviews

MANAGEMENT

Performance Reviews

EMPLOYEE ATTRITION

Exit Surveys

CANDIDATEEXPERIENCE

Candidate ReactionSurveys

NEW HIRE EXPERIENCE

Onboarding Surveys

ONBOARDINGPROCESS &

EFFECTIVENESS

Onboarding Surveys

EMPLOYEE ATTRITION

Mapping the Employee Lifecycle

Employee Lifecycle Best Practices

©2015 Q

UA

LTRIC

S LLC

.

WHY RUN THESE SURVEYS?

Improve your attraction and selection processes

Improve offer acceptance rates

Identify and eliminate legal/ compliance risks

Improve the customer experience (candidates = customers)

Candidate Reaction Surveys

©2015 Q

UA

LTRIC

S LLC

.

BEST PRACTICE TIPS

Include a single survey at the end of the pre-hire process

Survey both passing and failing candidates once their final disposition is set

Only survey candidates who have a meaningful view of the hiring process (e.g., at least 1 interview)

Tailor questions to your specific pre-hire processes

Candidate Reaction Surveys

©2015 Q

UA

LTRIC

S LLC

.

WHY RUN THESE SURVEYS?

Reduce time and costs associated with onboarding new hires

Reduce the amount of time it takes to ramp new hires

Ensure a consistent and effective onboarding process

Positively influence early engagement levels

Onboarding Surveys

©2015 Q

UA

LTRIC

S LLC

.

BEST PRACTICE TIPS

Consider an “End of Onboarding” survey vs. “Ongoing Onboarding Surveys”

Survey employees immediately after the onboarding process

Make sure these surveys are confidential and attributable

Tailor questions to your specific onboarding process

Onboarding Surveys

©2015 Q

UA

LTRIC

S LLC

.

WHY RUN THESE SURVEYS?

Improve training participation / completion rates

Optimize your training and development offering, i.e., expand effective and remove ineffective courses

Improve learning, transfer of training and ultimately job performance

Post-Training Evaluations

©2015 Q

UA

LTRIC

S LLC

.

BEST PRACTICE TIPS

Implement Level 1 Evaluations to measure employee reaction to training

Implement Level 2 Evaluations to measure learning and mastery immediately after training

Implement Level 3 Evaluations to measure transfer of training several months after training

Post-Training Evaluations

©2015 Q

UA

LTRIC

S LLC

.

WHY RUN THESE SURVEYS?

Reduce regrettable turnover rates

Understand reasons for employees voluntarily leaving the organization

Identify which events in the employee lifecycle have the biggest impact on turnover

Reduce time and costs associated with replacing exiting employees

ExitSurveys

©2015 Q

UA

LTRIC

S LLC

.

BEST PRACTICE TIPS

Survey exiting employees immediately before or after they leave the organization

Embed the exit survey into a formal off-boarding process to improve response rates

Quantify their reasons for leaving (don’t just rely on open text responses)

Run driver analyses to understand what drives their final reactions about the organization

ExitSurveys

Employee feedback from various points in the employee lifecycle becomes very powerful when connected

Connecting Lifecycle Insights

However, connecting insights is not as simple as putting data from multiple surveys in a single dashboard

Define the unit of analysis (e.g., individual employees, teams, locations, business units, etc.)

Define your “predictor” and “outcome” variables – make sure these are measured/ aggregated at the same unit of analysis

To draw predictive conclusions, ensure that your “predictor” variables come BEFORE your “outcome” variables in time

Make a hypothesis about the relationship(s) BEFORE you measure and gather insights (limit post hoc hypothesizing)

Test your hypothesis with the data gathered

Remember that correlation does not equal causation

Tips for ConnectingLifecycle Insights

ThankYou