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How To Acknowledge Anonymous Employee Feedback With Peakon

How To Acknowledge Anonymous Employee Feedback With Peakon

Knowing you’re being listened to is an essential part of any conversation. It’s no wonder then, that sharing feedback anonymously – as is the norm with employee engagement surveys – often doesn’t feel like a dialogue that will lead to action. 

 

Taking the time to raise an issue you care about and not knowing if anyone has read your words can be very disheartening. Yet for those gathering the feedback, employee anonymity leaves them with little choice.

 

With the latest addition to Peakon, we’re solving this problem with a simple click.

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Divisions And Matrices: How To Gather And Act On Employee Feedback In More Complex Organisations

Divisions And Matrices: How To Gather And Act On Employee Feedback In More Complex Organisations

In all organisations, understanding how to improve employee engagement starts with gathering high-quality feedback, and learning what promotes enthusiasm and commitment at work (or inversely, what causes people to switch off and eventually leave). However, this can become a greater challenge in business with more complex organisational structures.

As a centralised HR function in a matrix organisation or a business split into distinct entities, working with engagement has its own challenges. Our latest platform updates enable Peakon to provide more powerful insights for complex organisations.

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How To Use Open-Ended Questions In Employee Engagement Surveys

How To Use Open-Ended Questions In Employee Engagement Surveys

Using open-ended questions to gather feedback from employees should be considered one of your essential tool when working to improve employee engagement. However, knowing when to use them and what they’re best suited for takes some consideration.

Recently, several HR leaders who have made open-ended questions and integral part of their Peakon engagment surveys, shared their most effective questions with us. We’ve now added these question to Peakon’s question library for you to try in your organisation.

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Peakon Management Priorities: Your Real-Time Engagement Action Plan

While 85 percent of business leaders ranked engagement as a top priority in Deloitte’s 2016 Human Capital Trends report, only 46 percent of executives claimed they were well prepared to tackle engagement challenges.

This marks a small improvement on the previous report – reflecting the growing trend of retiring annual surveys and performance reviews, in favour of pulse surveys, social feedback tools, and weekly one-on-one meetings. But for most companies, these new ways of listening to employees only deliver half the solution. The questions is: what to do next with all that feedback?

With our latest update, priorities from Peakon will now provide an actionable engagement strategy for every department in your organisation. These priorities are based on predictive analysis – understanding the factors that influence the engagement of employees, and the management practices that deliver the greatest ROI.

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Peakon On Tour: Meet Us, Spring 2016

Peakon On Tour: Meet Us, Spring 2016

Over the next few months we’ll be at the leading events on people analytics and HR tech – sharing our approach to data-driven management and making new friends. Here’s where you can find us – get in touch if you’re in the same spot, we’d love to meet you there!

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