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Literature on Validation of Survey
Some of our insurance plans are requesting more technical information related to the glint patient safety pulse survey to demonstrate that it is "a psychometrically sound, scientifically validated instrument.” I am not seeing any references on the website or discussion boards related to any technical report that shows the validation that was done related to the GPS questions. Where may we find this level of information?
Impact of having detailed numeric survey data in Glint
Hi everyone, I oversee the HR Analytics team at my company, and we’re evaluating a potential change to our Glint employee experience survey. Specifically, we’re considering giving two members of my team access to detailed numeric data at the individual level to support more advanced lifecycle analyses. Importantly, this access would not include any comment data - only numeric responses. Has anyone else made this adjustment? If so, did you notice any impact (positive or negative) on employee participation rates? Appreciate any insights or experiences you can share! Steve
Usual Participation on additional survey on Diversity and Inclusion
Hi, does anyone have a ballpark number of what good participation would be for an additional survey on Diversity and Inclusion? I know that for the engagement survey, the benchmark for good participation is around 75%. We don't expect that high participation for the Diversity and Inclusion survey. But would love to hear from others what you think would be a good and strong participation here?
Date fields importing as Text
Hi! I recently imported a user file with a field in it called Termination Date. I didn't have anyone terming soon, so all the entries were blank. When I tried to set up a distribution list for an exit survey I'm developing, it was unavailable as an option. I uploaded a new file with a couple of dates in it, hoping it would pick it up as a date field, but when I went to use the attribute in my distribution list, it looks like it is assuming they are text rather than dates. My other date fields worked (hire, birth) and it is set up in the same format (not getting any errors on upload. My next step was to make a new field (term date) with 6 dates in it, hoping I could use that. I went through the New User Schema or Attributes update, but it still picked my new field up as text. How can I force it to knowing that my field is a date? Is it because I don't have a date in the very first record? Is there somewhere I can change the field setting from Text to Date? Is something else going on that I'm not thinking of and this isn't my problem at all? Any guidance appreciated.Questions on implementation-
Hi there! We have a couple of questions on setting up access methods and user roles... Can we put a generic URL in the body of the survey invite? Can we include videos in the body of the survey invite? If we allow access to a demographic variable, all users will have access to use it? How do we go about providing certain users access to specific demographic report? (i.e., providing division heads division reports)Importing 2 batches of historical import
Hi! We are hoping to import 2 batches of historical data for an upcoming survey and we are not too sure how can this happen. I have seen the article on historical import but it does not seem to talk about the feasibility of 2 historical imports. I am wondering if there is any resources that can help answer our question?
How do managers impact engagement and People Success?
As people scientists, we are often asked about the role managers have in engagement. Managers play very important roles in people's happiness and success, but the relationship between "manager" and "employee engagement" is nuanced. Pragmatically, we know that the success of most investments organizations make in people's happiness and success can be optimized, under-leveraged, or even undermined by a manager -- pointing to the importance of senior leaders bringing managers along with key business decisions. Statistically, we see that who one's manager is explains a significant and substantial amount of variance in employee engagement levels, but that effect is confounded with factors outside the manager's control. Still, there's a clear relationship between how effective managers are perceived to be and how engaged their teams are. Based on Viva Glint's research: Employees who recommend (versus those who do not recommend) their managers (Q_MANAGER_QP) are: 2.36x more likely to be engaged (Q_ESAT_HAPPY; 78% vs. 33%). Top quartile companies are 12pp more favorable than bottom quartile companies (82% vs 70% favorable). 2.29x likely to say they will probably be with their company in two year’s time (Q_RETENTION; 71% vs. 31%). Top quartile companies are 7pp more favorable than bottom quartile companies (72% vs 65% favorable). 2.24x more likely to feel their company has a great culture (Q_CULTURE; 74% vs. 33%) Top quartile companies are 21pp more favorable than bottom quartile companies (81% vs 60% favorable). Do share your reactions below, would love to hear from others!
