Talent Engagement Surveys

OI/Career Consultants assists clients lengthen the Employee Life Cycle by creating a “culture of retention” that includes some or all of the following:

• Assessing Current Turnover Base Line Data
• Establishing Goals and Strategies to Reduce Turnover
• “Ears Surveys”
• “Eyes Surveys”
• Early Intervention Programs
• Exit Interviews
• Talent Acquisition and Talent Retention
• Executive Oversight

1. DEVELOP TURNOVER BASE LINE DATA

Assess Current Causes, Timeliness and Costs of Turnover:
Oi/Career Consultants will assess the causes and costs of turnover for you OR will provide you a complimentary workbook so you can establish your own “base line data”:

• “Real” cost of turnover
• “Causes” of turnover
• Turnover by job classification, business unit, etc
• When turnover occurs

Oi/CCI can also provide you with a “gap analysis,” comparing your “current talent retention programs” to “best in class” retention programs. From that analysis, a comprehensive plan to reduce turnover can be developed

2. ESTABLISHING GOALS & STRATEGIES

Armed with the base line data about employee retention, we work with you to set goals and strategies to reduce turnover, reduce cost of turnover, improve employee engagement, loyalty and productivity and create a culture of retention. We feel that this is the critical first step in any successful talent retention program. The old saying “He who aims at nothing is certain to hit it” is certainly true in managing turnover and employee engagement. We use a goal setting approach when managing profits or sales…why not do it for talent retention?

3. “EARS SURVEYS” - EARLY IDENTIFICATION

In order to lengthen the Employee Life Cycle, we recommend regularly scheduled on line surveys designed to identify individual issues that may lead to poor productivity or unwanted turnover. Our program is a systematic and proactive 5 minute on line surveys that “take the pulse” of individual employees. The frequency of these early identification surveys is based on your historical data about when turnover occurs in your organization. It is our early warning system to identify issues that could lead to turnover.

Annual employee opinion surveys provide aggregate information about how the employees, as a group, feel about the organization. Our “ears” surveys are different because they are “personalized” and are designed to catch individual issues that may lead to turnover. What we find is a wide range of individual needs that range from requests for more or better training; issues with fitting with their peers or a supervisor; impact of family issues; calls from a former employer asking them to come back; calls from outside recruiters and myriad of other issues that, if dealt with immediately, can help stop unwanted turnover. “

4. "EYES SURVEYS" - ANNUAL OPINION SURVEYS

Our annual employee opinion survey is designed to take the pulse of your organization or job classification once a year. Our surveys are designed not only to tell you what happened in the past but they also are a predictor of what might be happening in the future.

This is a scientific research approach to taking the pulse of the employees is similar to an annual financial statement or an annual sales report, both which reports the condition of the business at that particular point in time and that information is compared to goals and previous years results. This report is similar because it describes how the employees feel about the company and can also compare the results to previous years’ attitudes to see what progress we are making.

What makes our annual survey different and unique is that we work with each client to develop an action plan that deals with the information developed in the survey. Most survey companies provide you the information and let you deal with it as your wish. Most companies report they are not effective transferring the information into an action plan. We believe this is a critical link in the integrated process because it gives us the information we need to develop action plans to reduce turnover, improve engagement, loyalty and productivity and achieve the goal to create a culture of retention.

 

a better human experience—for a better business outcome.