Introducing: Employee Relationship Quality
New Product Launch: Employee Relationship Quality (ERQ)
Deep-Insight is delighted to launch a new Voice of the Employee service, specifically aimed at companies with 100-500 staff: Employee Relationship Quality (ERQ™).
Why 100-500 staff?
Our research shows that most companies with 1,000 or more employees have systems in place for capturing the voices of both employees and customers. That’s not the case for mid-market companies, specifically those with 100-500 employees, where many companies have no mechanism for understanding what their staff think of them.
This is a product launch that has been a couple of years in planning, and has involved a significant amount or research and discussion with HR professionals across Europe. We would specifically like to thank the following for their time and input:
- Gillian McMahon who was Head of HR at BT Ireland for many years,
- Dave Kowal, Chief People Officer at Idemia, and
- Keara Dunne, Head of Leadership Development at Kingspan.
Setting Up An Effective Employee Feedback Programme
So how do we set up and run an effective employee feedback programme?
Let’s start with a few basics:
- Confidentiality. An effective employee feedback programme must be confidential so that employees can feel safe to speak openly and honestly. At the same time, it must deliver the level of detail and clarity required for leadership to drive meaningful change.
- Methodology. We need to measure the right things for today’s employees. Today’s workplace is different – more remote working, less job security, greater tendency to ‘job hop’ and so on – and we need to reflect these changes in the work environment in the questions that we ask.
- Frequency. All of our research suggests that the big annual employee survey is no longer enough. At a minimum, get feedback twice a year, or supplement an annual survey with more frequent pulse surveys on specific topics.
Deep-Insight has been capturing the voice of the employee for years but is now launching a new offering aimed specifically at this 100-500 employee market: Employee Relationship Quality (ERQ™).
ERQ is an independent and confidential way of getting employee insights that help you drive customer experience (CX) in your organisation. The ERQ model is based on eight drivers and takes into consideration the challenges of today’s world and aims to understand if your teams are set up for success. For example, it takes a close look at employees’ Wellbeing by measuring if they can maintain a sustainable work-life balance and if they feel a sense of job security. It also adds includes questions around Success and Support.
These eight drivers are all critical components of the current-day employee relationship.
The Eight Drivers of Employee Relationship Quality
Today’s employer-employee relationships can be complex, so we need to analyse how well we are doing on eight different dimensions:
BENEFITS aims to understand if you as an organisation are meeting your employee’s basic needs. It looks at the following sub-drivers: Pay and Opportunities.
SUPPORT aims to understand if you are offering your employees the required guidance and training to do their job. It looks at the following sub-drivers: Onboarding, Development and Environment.
SUCCESS looks at if your employees have the tools required to do their job and if they feel a sense of agency over their role. Sub-drivers of success are: Agency and Satisfaction.
WELLBEING aims to understand if your employees are satisfied with the work-life balance provided and if they feel a sense of teamwork and appreciation. It’s sub-drivers are: Work-Life Balance, Collaboration and Job-Security.
CULTURE aims to understand if you provide your employees with a respectful and safe working environment. The sub-drivers of culture are: Safety, Respect and Inclusion.
TRUST aims to understand if your employees feel a sense of trust and if they feel like they are being treated fairly, with honesty and integrity. The sub-drivers are: Honesty, Integrity and Fairness.
COMMITMENT looks to understand if your employees feel proud to be a part of your organisation and a sense of loyalty to stay with you long-term. The sub-drivers are Pride and Loyalty.
CUSTOMER FOCUS aims to understand if your employees see your organisation as one that puts its customers first. The sub-drivers are Customer Care, Reliability and Responsiveness.
Interested?
