Employee Listening tasks business leaders with paying attention to and actively seeking employees’ opinions, suggestions, and concerns in the workplace. It aims to create a culture of open communication, build trust, and improve the employee experience and satisfaction. Best business practices optimize employee listening as a tactic and strategy.
But it does not always work. Employees may pour their hearts out. But they often feel their feedback gets filed away. Their voices just evaporating.
How leaders can change the pattern –
Business leaders can empower their organization’s culture by driving their employee listening process. The process offers a tool bag full of tactics, but successful programs follow them selectively and strategically. Successful leaders understand the best tools will deliver analyzable data and usable solutions.
Employee listening tactics –
- Open-door policy: Encourages employees to approach their managers with any issues or suggestions.
- Employee surveys: Gather feedback from employees through regular surveys or pulse surveys.
- Suggestion boxes: Provide a physical or virtual space for employees to submit their ideas and suggestions anonymously.
- Focus groups: Bring a small group of employees to discuss specific topics and gather their thoughts and opinions.
- One-on-one meetings: Hold regular meetings between managers and employees to discuss their progress, provide feedback, and address any concerns.
- Employee forums or town hall meetings: Host open discussions for employees to voice their opinions and ask questions.
- Social media monitoring: Keeping track of employee sentiment and feedback across social media platforms.
The tactics chosen will depend on the specific organization and its needs, but it is important to encourage, empower, and listen actively to employee feedback.
Building strategy from employee listening –
A business must assess the costs and benefits of making changes suggested by feedback. They will measure the risks associated with driving or not making the changes. And it once took months or years to properly annotate, categorize, and analyze employee listening information.
Today, there is little excuse for inaction. The new technology takes the long and arduous work out of analyzing data by hand, saving companies thousands of dollars and months of work.
Most Loved Workplace® works daily to train and perfect Machine Learning (ML) to listen even deeper. Our technology absorbs and processes employee input, identifies and categorizes values, and recognizes and explores employee feelings.
Using thematic analysis, emotion coding, and sentiment assessment, we offer decisive, easily understood recommendations on addressing employee concerns:
- Topic modeling: ML algorithms identify common themes and topics in employee feedback, which can help organizations focus on addressing the most pressing issues.
- Sentiment Analysis: ML algorithms analyze employee feedback — from surveys, emails, and other sources — to determine the overall temperature of employee inputs. Companies can now act in seconds to identify areas that require attention and improvement.
- Predictive Analysis: ML models analyze employee data, including performance and engagement metrics, to predict which employees are most likely to exhibit certain behaviors, such as high performance or low engagement.
- Employee Churn Prediction: ML models use employee data to identify those at risk of leaving the organization. Employee churn predictions help managers take proactive measures to retain valued employees.
- Chatbots: AI-powered chatbots gather employee feedback in real-time and provide instant responses to their questions to most common remarks.
The goal is to use these technologies strategically to optimize Employee Listening: automating routine tasks, providing deeper insights, and improving decision-making.
Contact us if you are interested in learning more about the Most Loved Workplaces® data analytics and insights platform.
Louis Carter is the founder and CEO of Best Practice Institute, Most Loved Workplace, and Results-Based Culture. Author of In Great Company, Change Champions Field Guide, and Best Practices in Talent Management, as well as a series of Leadership Development books. He is a trusted strategic advisor and coach to CEOs, CHROs, and leaders of mid-sized to F500 companies – enabling change and steering employer brand development together with highly effective teams, leaders, and organizations as a whole.