Forum Widgets
Latest Discussions
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!Should we survey during a window in which a major internal or external change will be occurring?
Hi, I am Stacey Levine, and I am part of the Viva People Science team. One of the questions we are often asked at Viva Glint is if organizations should survey when a major change is happening. Our recommendation is that whenever possible, it is best to avoid major events happening inside a survey window that could influence employee responses and therefore muddy the data. These include both internal events that impact the entire organization (e.g., announcement about layoffs, a change in executive leadership) and external events (e.g., state legislation that impacts the organization's industry or funding, polarizing political election, etc.). The important question to ask is: Do we think this event will impact results mid-survey? If the answer is no, go ahead and survey. If the answer is yes, it is best to plan a survey period in which the data will stay clean throughout the administration whenever possible. For example, if a major political election that impacts a large majority of your workforce is coming, try to plan the survey administration period either before or after the date that election results will be announced, so that there is no debate whether responses may have been influenced differently before and after the outcome. Finding the right time to survey may be more difficult for a large global organization, where there may local events happening at various times. Think globally, and consider the impact on the entire workforce and business when deciding whether results are likely to be impacted mid-window by external events. In the event that the survey window cannot be moved or a significant unplanned event has occurred during an organization's survey administration window, we recommend separating and reviewing the results pre- and post-decision or announcement in order to determine if responses differ. We would love to hear your thoughts and how you have handled surveying during times of significant change. Please let us know in the comments below.
How should I order survey items in Viva Glint?
Having advised clients over the years on this topic, as a guiding principle, what we've (i.e. the People Science team) found to work is to organize the survey in such a way that participants can move from one survey frame of reference to another in a logical manner. Outcome variables (eSat, Recommend, etc.) are generally asked at the beginning of the survey. We want the respondent to review outcomes first and then rate their other experiences so that these answers do not artificially influence their opinions of overall engagement. Thereafter, start with all the higher level, more general items about the company overall, business and leadership; then items about more local management, the direct supervisor and team; and finally with items about the individual job experience. How have you ordered survey items in the past? What flow has worked the best for you as a respondent (i.e. order that provides a smooth completion experience)? Share your experience and guiding principles in the comments below!