Join Dr. Benjamin Granger, Principal Consultant of employee insights at Qualtrics as he talks through how to measure engagement across the entire employee lifecycle.

1. How to Measure and Act Across the
Employee Lifecycle

2. Employee Insights Webinar Series
Improving the Employee Lifecycle to Enhance your Employees
Experience
Measure and Act Across the
Entire Employee Lifecycle
Date: 15th of February
How ANZ Bank is Leading
the Way and Cultivating
Employee Insights with
Engagement
28th of February
How to Implement and
Employee Lifecycle
Program in Your
Organisation
23rd of March

3. Housekeeping
3
The recording and slides for today’s presentation will be
made available within 24 hours.
Please use the question window to submit questions
throughout the webinar. We have time designated at the
end for Q&A.

4. 4
Benjamin Granger, PH.D.
PRINCIPAL CONSULTANT, ORGANISATIONAL BEHAVIOUR
Dr. Benjamin Granger is a Principal Consultant of
organisational behaviour at Qualtrics. He provides expert
guidance to organisations implementing employee
engagement and assessment initiatives. Prior to joining
Qualtrics, Benjamin 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.
Ben earned his Bachelor’s degree in Psychology from the
University of Louisiana and his Ph. D in Industrial
Organisational Psychology from the University of South
Florida. He has published his work in peer-reviewed journals
such as the Journal of of Business and Psychology and the
International Journal of Training and Development.

5. Agenda
5
• Lifecycle Measurement
• Pulse Surveys
• Fringe Employee Insight Use Cases
• Packaged Solution

6. 6
Employee
insights are no
longer just about
engagement
surveys
ALWAYS ON
ADHOC SURVEYS
PULSE SURVEYS
CENSUS ENGAGEMENT SURVEY
LIFECYCLE FEEDBACK

7. 7
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
1
2
4
3
The ROI of the Employee Lifecycle

8. EMPLOYMENT LEAVINGCHOOSING TO JOIN RAMPING
©2015
QUALTRI
CSLLC.
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
CANDIDATE
EXPERIENCE
Candidate Reaction
Surveys
NEW HIRE
EXPERIENCE
Onboarding
Surveys
ONBOARDING
PROCESS &
EFFECTIVENESS
Onboarding Surveys
EMPLOYEE
ATTRITION
Mapping the Employee Lifecycle

9. Employee
Lifecycle Best
Practices

10. 10
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

11. 11
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

12. 12
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
On-boarding
Surveys

13. 13
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
On-boarding
Surveys

14. 14
WHY RUN THESE SURVEYS?
• Improve training participation / completion
rates
• Optimise 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

15. 15
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

16. 16
WHY RUN THESE SURVEYS?
• Reduce regrettable turnover rates
• Understand reasons for employees
voluntarily leaving the organisation
• Identify which events in the employee
lifecycle have the biggest impact on
turnover
• Reduce time and costs associated with
replacing exiting employees
Exit Surveys

17. 17
BEST PRACTICE TIPS
• Survey exiting employees immediately
before or after they leave the organisation
• 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
organisation
Exit Surveys

18. Employee feedback from
various points in the employee
lifecycle becomes very
powerful when connected.
However, connecting insights
is not as simple as putting
data from multiple surveys in
a single dashboard.
Connecting
Lifecycle Insights

19. 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
Connecting
Lifecycle Insights

20. Q&A

21. 21
eBook

22. Thank you!
Benjamin Granger
Email: benjaming@qualtrics.com
LinkedIn: https://www.linkedin.com/in/benjamin-granger-7147991b