Why PeopleCues over a Google Forms/ SurveyMonkey?

A lot of people try to do surveys using Google Forms/SurveyMonkey and they are not able to derive the full value out of it.

You have probably been asked this question in your organization:

Why do we need to use an employee engagement tool when we can conduct surveys ourselves? There are plenty of survey templates available online, so we can just choose one and run the survey. What additional value do employee engagement tools provide?

We often hear this question, and that's why we aim to assist our clients in understanding the value.

1. Value-1: Obtaining honest responses with anonymity for actionable feedback

   • Maintaining participant anonymity is crucial for fostering an environment where employees feel comfortable sharing candid feedback

   • Conducting surveys internally, where employees are aware that the HR team can view their feedback, makes it challenging to receive honest responses

   • While it is possible to conduct completely anonymous surveys without capturing email or name, this approach falls short in providing actionable feedback, such as identifying which teams are facing specific problems

2. Value-2: Drill down into scores by organizational hierarchy to identify areas needing attention

   • One of the powerful features of our tool is the ability to analyze scores based on the organizational hierarchy, helping identify managers or leaders who require improvement in their team's sentiment

3. Value-3: Prioritise the most important feedback with an attribution model

   • Our tool assists in prioritizing feedback that will have the greatest impact on enhancing employee Net Promoter Score (eNPS)

   • Let's examine a specific example from one of our clients: Despite consistently receiving low ratings in "Work-Life Balance" over several years, investing in this area did not result in an overall improvement in eNPS. Upon analyzing the drivers of eNPS, it was revealed that work-life balance was not a significant driver in this organization. Regardless of improvements made in this aspect, it did not contribute to employee engagement. Instead, autonomy in decision-making emerged as a more critical factor for employee engagement, especially in the context of a high-growth startup. Empowering employees with ownership to make decisions fostered engagement, aligning with the mission of the organization. By redirecting resources from work-life balance to decision-making autonomy, the organization avoided the risk of disengaging employees and the potential perception of wastefulness, despite the low rating

4. Value-4: Gain a competitive advantage by benchmarking your scores against the industry

   • Let's look at a specific example from one of our clients: The sense of pride is one of the important drivers of eNPS, and employees who do not feel proud to be part of the organization have an eNPS of -79. Our data reveals that 97% of employees feel proud to be associated with their organization. This insight had a significant impact on them, and they took measures to improve their scores, resulting in a 15-point increase in eNPS over the next 6 months.

Apart from these value additions, PeopleCues offers various other benefits over generic survey tools like trend analysis, report sharing with managers & HR business partners (HRBPs), and continuous employee engagement. This also saves time for HR teams to get actionable insights faster. Our team would be delighted to discuss these features further in a conversation. For any further inquiries, please reach out to our team at [e-mail].