We recently wrote about new ways to use employee surveys and the power of Small Data so we thought we'd follow that up with four more examples of how localized, unique data can be captured by the people intelligence in your own organization. So here are a few innovative examples we've seen from our Culture Amp users.
For most engineering teams there are only so many hours in a day and every process or quality assurance procedure might be used thousands a times a week. Even a small tweak in the processes used for creating, reviewing and shipping code can add up to a lot of time saved. In an effort to collect data, and continuously modify and improve internal processes, development teams are using short surveys to ask team members about the satisfaction and efficiency associated with alerting, issue tracking, monitoring, and deployment processes.
They are also asking if their organization is one that employees would recommend to other developers as a place to code specifically. They are specifically working to be a best in class engineering team, and want to track that feedback regularly so they can make small, iterative changes that have big time saving results.
Although we ask about manager perceptions and behaviors in our engagement surveys some of our clients want to dig a little deeper. For this purpose we often see them using Manager Effectiveness surveys. This type of employee survey uses some overall manager ratings as an outcome measure and can be tailored to the vision the particular organization has for their leaders. Along with this we ask a range of questions about more day-to-day manager behavior and attitudes and driver analysis can then be used to understand what managers should focus on to increase how effective they are perceived to be.
Some of our clients are deeply interested in collaboration and the processes and arrangement that may enhance it and help it lead to effective outcomes and innovation. Organizations can ask employees how the culture supports collaboration, how systems in place support it and how collaboration is managed on a day-to-day basis for example. Developing a baseline for this can also been used before implementing new tools such as collaborative intranet features.
So many companies spend so much time and money attracting employees and often never truly understand if they are delivering on all their promises. Candidate experience surveys are used to track the experiences people have from when they first hear about an organization through to their interviews and recruitment processes and sometimes even into their first months at an organization. Would they still recommend us? Where are we living up to the dream we are selling and where are we falling short?
To keep track of changes and initiatives it isn't always suitable to check in annually and instead many organizations will ask employees to spend just five minutes a month or a quarter to update how they are feeling and experiencing things. This provides an ongoing pulse check on whatever we want to track. Culture Amp can be used to manage the ongoing measurement as well as collect baseline information.