Making Employee Surveys Part Of The Company Culture

💬 When Listening Isn’t Enough: Designing Teams That Act on Employee Feedback We’ve all seen it: ✔️ The survey goes out ✔️ The insights come in ❌ And then… crickets. Listening without action is like watching the director’s cut without ever releasing the film. Great feedback loops don’t just collect opinions, they shape how organizations operate. Companies like Medallia are proving this: Employee Experience (EX) is no longer just about sentiment. It’s about designing teams, workflows, and leadership models that respond in real time. Here's an example: Schneider Electric wanted to boost employee engagement and retention, especially among frontline and distributed workers who often felt disconnected from corporate decision-making. What Medallia Did: Using Medallia’s Employee Experience (EX) platform, Schneider Electric implemented a real-time listening strategy that went beyond annual surveys. They deployed: - Pulse surveys tied to key employee lifecycle moments (e.g., onboarding, team transitions) - Text analytics and sentiment analysis to uncover patterns in open-ended feedback - Customized dashboards for local leaders and HRBPs to take targeted action The Outcome: Managers received tailored insights along with "action nudges"—specific, behavior-based suggestions to improve engagement on their teams. Leadership teams reorganized internal mobility pathways after identifying a common blocker in feedback around career progression. Engagement scores improved, especially among underrepresented groups and early-career employees. 🎯 The real competitive edge? Org design that closes the loop: -Leaders trained to recognize signal from noise -Team structures flexible enough to act on input -Feedback tied directly to decision rights and resourcing Systems in place to show employees: we heard you, and here’s what we did Because trust isn’t built in surveys—it’s built in what happens next. 📊 I’m curious—what’s one way your org has acted on employee feedback in the past year? #EmployeeExperience #OrganizationalDesign #LeadershipDevelopment #Medallia #PeopleStrategy #TrustBuilding #EXtoAction #HRInnovation

I've always strived to understand how engaged my teams are in their mission, and what’s getting in their way that I or my leadership team can help remove. At previous companies, we used quarterly or semi-annual surveys. While they did surface issues, the format had limitations: Forced: Long surveys that are often forced, with managers pushing for participation metrics. Untimely: A quarter is too long; feedback suffers from recency bias. One-way: Comments can’t spark conversation, so team-specific issues often go unaddressed. At Cohesity, thanks to the leadership of Rebecca Adams, we use Workday PeakOn for continuous employee engagement, and it’s made a meaningful difference: No pressure: Brief, biweekly surveys with optional participation. 30–40% of the team usually responds because they want to. Timely: Focus areas evolve over time, so we’re focused on what matters now. Two-way dialog: Anonymous conversations let managers respond to comments without revealing employee identity. I’ve learned a great deal through these exchanges, and it’s gratifying when team members choose to continue the conversation openly as trust develops. Our engagement scores aren’t perfect, and as in any real business, not all issues can be solved quickly. However, I’m grateful for the steady pulse and the visibility on issues as they emerge. I highly recommend a continuous listening approach to any leader serious about building a better culture. #EmployeeExperience #Leadership #PeopleFirst #ContinuousEngagement #WorkdayPeakon

Voice of the Employee isn't a survey - it's a system. A once-a-year pulse check won't tell you what your people are thinking or feeling. If you're still treating Voice of Employee (VoE) as an annual survey event, you're not listening - you're checking a compliance box. VoE is not a metric. It’s not a platform. And it’s certainly not a one-off moment. Voice of the Employee is a system... a designed, deliberate, ongoing approach to listening, learning, and leading differently. Here’s what it really means: ✅ Always-On Feedback This means not just asking once a year what’s working and what isn't. And giving employees permission and mechanisms to speak up in real time - without fear, friction, or formalities. ✅ Actionable Insights It’s not enough to gather feedback. Are you distilling it into priorities? Are you connecting themes across silos? Are you identifying root causes rather than treating symptoms? ✅ Transparent Closing-the-Loop People want to know their input matters. That their concerns don’t vanish into a black hole. That someone is owning the outcome. Silence is not neutral - it’s a statement. If you want engaged employees, trusted leadership, and a healthy culture - then you need more than a survey vendor. You need a listening system, an approach that earns the right to hear the truth. Because here’s the thing: You can’t lead people you refuse to listen to. 🧭 Your move. How are you making VoE more than a survey this year? Learn more via the links in the first comment. #employees #employeeexperience #voiceoftheemployee #employeeunderstanding #data #feedback