The flexibility to survey as and when required should be paramount. Surveying colleagues once a year is often not enough.With technology advancements employee engagement research can be as frequent and as varied as required, making the research more engaging and action focused
HR consultancies should focus upon the areas they do best – providing insight and analysis at the end of the survey lifecycle
Through a direct relationship with a technology provider, companies can free up the resources to concentrate on the more important aspects of their employee research programme, particularly action planning.
This paper will look at how changing the employee engagement research model can provide cost savings and better insights.
Download PDF Attachment