Survey data reliability

Flow@Work survey data reliability analysis

We have conducted a comprehensive analysis of the scales used in our organization-wide engagement surveys at Mindset and wish to present the findings confirming the high level of reliability of these scales. The report also suggests areas for continuous improvement to maintain and enhance the quality of our survey tools.

Org structure updates

Overcoming the limitations of HRIS-derived org structures in surveys

Engagement surveys and leadership assessments are essential components of any sizable organization's efforts to enhance productivity and performance. However, to ensure sustainable engagement over time, it is crucial engagement survey results are mapped down to team level so managers can be held accountable for the engagement levels of their team members.

Reduce employee turnover

Helping organizations reduce employee turnover using smart tech

Organizations of all sizes face significant challenges when it comes to retaining top talent and managing the shift in the way we work – even more so in case of large enterprises and multinationals in the new-way-of-work. McKinsey’s latest State of Organisations 2023 report states that 39% of respondents say they plan to leave their jobs in the next 3 - 6 months. 

Holistic engagement

Driving engagement holistically, sustainably

Engagement levels amongst most of our clients have been steadily improving over the past 5 years. The best way to maintain this trend over time will be to make sure that engagement is addressed holistically, from all relevant stakeholder perspectives, i.e. individual employees, managers/leaders, business units/teams, and ultimately the overall organizational work environment – with the focus on getting leaders to change their behavior and to take action (as Bersin describes it in Employee Engagement 3.0 – From Feedback to Action).

Managing engagement

Let data - not intentions - influence your strategy

Despite the recent limelight, diversity, equity, inclusion and other similar initiatives have been around for decades.  Success with these programs, however, is far from guaranteed.  Throwing training workshops and programs at a population who is not cognitively ready could, and often does, backfire.  It risks marginalizing the exact message you are trying to convey, the change you are trying to affect.

Managing engagement

Using AI to understand open-ended feedback

The Pattern: For years and years, reviewing the results of a survey within your organization has probably followed a predictable pattern.

1.     Trying to understand high level, organizational trends that are occurring across your business
2.     Isolating patterns of results that suggest certain sections of the business or groups of employees may need targeted  help.
3.     Using the collected responses and patterns to make business decisions.

This is a great approach, and a framework we have designed both our entire platform and survey systems around.