2 min read
As the Head of Product and a former Creative Director, I am obsessed with how things look. But more than the appearance of our products and our brand, I care about how people interact with all of these pieces of the puzzle.
If you don’t know what’s broken, how exactly are you supposed to fix it?
The same could (and should) be said about employee engagement. Oftentimes, you’ll see employees leave an organisation and wonder why. What did my company do to push them out, what were we lacking, what are others offering?
You can play the “what if” game forever, but the one thing that doesn’t lie is cold, hard data. With our products, I look at user journeys to see if people are understanding how our menus work, if there’s a functionality that could use a tweak or be better explained to increase usage. Listening to your customers is the only way to build successful products.
In engagement, there’s always questions to be asked and answers left on the table that could help your organisation keep their talent, save on recruiting costs and improve their overall Employee Value Proposition. But where do you start?
As we always do, I look to our favourite inspiration, Simon Sinek, who always Start(s) with Why. In product, why would I change something unless I can hypothesize what will happen after I change it? The same is true for your engagement initiatives. Before you take a step to improve your engagement, you need to know what your goals are and what you’re trying to achieve. A survey is a great place to start, but choosing the right survey, and asking the right questions will help you understand your “Why” that much more.
Putting a Bandaid on a problem is only temporary. Getting to the heart of the issues will help deliver the best solutions for your people.
As the leaders in employee engagement technology, we’re always here to help you redefine your own organisation’s version of engagement, starting with the why, and (of course) helping you with how to produce and promote your employee engagement initiatives for the most useful feedback.
It’s time to break down the barriers of employee engagement with honest, open feedback. Let’s get started.
