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What is Viva Glint's Narrative Intelligence?
As a Sr. People Science Consultant, Viva Glint's Narrative Intelligence is an incredibly useful capability within the platform that enables me, as well as other PSCs and clients alike, to better understand the often times daunting and mountainous amounts of qualitative feedback left by survey participants. Viva Glint’s text analytics, trademarked Narrative Intelligence, helps to quickly make sense of large amounts of open-ended feedback. Viva Glint synthesizes thousands of comments, surfacing key themes, relative sentiment, and representative comments, saving your team days or weeks of coding and analysis. Comments can be filtered, searched, flagged, tagged, and bookmarked for quick reference and deeper understanding of engagement drivers. ‘AI-for-HR’ technology automatically isolates prescriptive comments so you can zero in on employee suggestions tied to specific survey measures and comment topics. In addition to Narrative Intelligence, Viva Glint's Copilot feature will leverage AI capabilities and add an additional layer of qualitative analysis to synthesize commentary feedback and derive key themes. How have you best leveraged the Narrative Intelligence features to better understand your employee's qualitative feedback? Additionally, what have you done to ensure employees feel comfortable leaving robust commentary feedback so you can best utilize the Narrative Intelligence features?
How can I glean insights across the employee lifecycle using Viva Glint?
As a People Scientist, I often leverage on Viva Glint's powerful cross-program analytics to develop a holistic employee experience narrative. It is one of the most useful tools in my consulting toolkit. There are many different ways to link seemingly disparate data points - common cross program links include Onboarding-Engagement and Engagement-Exit. By filtering on demographic attributes (e.g. location, gender, performance rating) as well as survey responses (e.g. favorable responses on engagement, reasons for leaving on an exit survey), you can gain insights across the entire employee lifecycle. This easily surfaces patterns across formerly disparate surveys, giving HR and leaders a holistic understanding of the employee journey and what can make people most successful. For one technology customer, by instantly linking responses from onboarding and exit surveys, it was uncovered that those who had a great onboarding experience in the first 90-days, and later exited the organization, were 24% more favorable about their likelihood to return to the company than those who had a poor onboarding experience. Needless to say, a strong start builds lasting goodwill. What different type of employee feedback would you like to link up in Viva Glint? How will the insights benefit the organization? What is your experience using Viva Glint's cross-program tool? Do share your experience and any tips/tricks in the comments below!
Comment Threshold using Question Responses Filter
Has anybody else run into this? I opened a ticket because comments were being suppressed even if there were 10+ respondents when using 'Question Response' filters. Our threshold is 10. The engineering team said that 'Question Response' threshold are always 20 for comments regardless thresholds set in configuration. Why would the threshold configuration work for some filters but not others?! I can't find documentation either. Anyone else?
Timezone error when uploading People data
Does anyone else get this error "The following attribute/attributes 'timezone' are in file but is not configured in Glint. If this is a new attribute, use the self-serve feature in Glint by navigating to Settings -> Configure -> People and add new attributes or email support." We do not have a field called Timezone in our file. Would appreciate any advice on resolving the issue.Cascading of Results
Hello! I’m not sure if this is the right forum for my question—please let me know if I should post elsewhere. I’m interested in learning how other Viva Glint customers handle sharing survey results within their organizations. Specifically, does anyone provide access to results directly to broader groups, rather than using a cascading process (from C-suite to VPs and then to Managers)? Currently, our process takes 4-6 weeks, as results are cascaded down each management level. I’d love to hear about other approaches—how do you share results? What are the benefits and drawbacks of bypassing the traditional cascading method?
