With decades of consulting experience, we are experts in employee research and here to provide guidance at any point in your journey. If you aren’t sure where to begin, we can help you design the right program best suited to meet your needs. If you want to optimize your current employee experience strategy, we can audit your program against best practices and help you improve it.
It starts with measuring engagement levels to truly understand the heartbeat of your organization; to learn how to motivate your employees to want to work harder, stay longer, and care more.
Designing the right program for you, one that ensures we capture the critical priorities for your organization, is the key to successful outcomes. We do this through four areas of service that help you understand what to focus on, how to take effective action, and how to continuously move the needle.
There is no magical one-size-fits-all solution that solves all problems. The most effective programs are highly tailored and highly targeted to your needs. At WSA, we always start with listening and learning about you. Through this, we are able to design a program that works best for you.
Unlike customer experience programs, employees don’t expect you to be great at all things. Rather, they need you to be great in a few key areas that trigger their psychological sense of ownership and commitment. Identifying these factors is hard. All too often, well-intentioned organizations invest in the wrong things with little success. We’ve spent 40 years conducting research on the psychology of elite performance to know what to look for and how to find it.
Knowing the secrets to unlock employee performance is meaningless without applying this knowledge to create positive change. Doing so is only possible when every manager has clear goals with simple changes that offer the greatest impact.
Once the needle starts to move, we don’t stop. We refine our approach and raise the bar. This requires uncovering new insights, continually sharpening manager’s skills, and ensuring senior leaders keep a sustained focus on smart metrics.
The Science of the Employee Experience begins with the essentials of high performance – Leadership, Engagement, and Equip Factors. Insights gained by measuring these essentials create the playbook for implementing individualized listening points that matter most to employees. By consolidating this data, we uncover the steps needed to improve both employee discretionary effort and operational excellence, and by extension unlock the secret to improving overall business success.
The key to developing a higher-performing workforce is understanding where your organization is and knowing the right levers to pull, over time, to make progress. This insight is gained from an employee engagement survey—the heart of the science of a high-performing workforce. It helps us understand the levels of motivation, commitment, and conscientiousness of your workforce—of every employee, every day. It’s the temperature check on the level of engagement—a baseline into what folks care about, and what they want to weigh in on across the organization—it’s the “I want to...” heart of your workforce.
This gives us a focus to understand the enablers of high performance for leadership, what the key factors of great leaders are across your organization that drives engagement, and how to coach those attributes to increase leadership effectiveness. It also unveils the factors that equip and contribute to what employees are able to do. If employees are appropriately equipped with the right tools, processes, and resources, they will be enabled to perform at their highest level. In other words, they will be equipped to be more engaged.
Once we have measurement and have insight into what drives employee engagement, the factors needed to equip employees to do their job, and what contributes to great leadership, we understand what matters so we can create moments that matter most. For some organizations, it’s onboarding or exit interviews. For other organizations, it’s defining culture or development plan strategies, while for others the main focus should remain on building engagement—it may be too early to think about creating moments if we first need to increase engagement and the “care factor” of your workforce.
A great employee survey is part art and part science. Your company is unique and your employee experience program should be as well. Our goal when listening to employees is to measure what matters most to them and then equip leaders to get laser focused on taking actions to improve their team's performance and ultimately, the company's performance.
Future Vision: Employees who believe in and embrace a bright future for the organization and who find real meaning and purpose in their work.
Communication: Employees who feel that they are given the information they need in order to be effective and feel included, but also feel heard.
Leadership Trust: Employees who believe their leaders embrace values that resonate with them and understand how those values are reflected in organizational priorities.
Involvement and Belonging: Employees who feel cared for, involved, and who experience a strong sense of belonging.
Growth & Development: Employees who are motivated by future opportunities and feel that they are growing and learning in their job.
Recognition: Employees who feel that their contribution and productive efforts are recognized in appropriate, timely, and meaningful ways.
360 feedback has a time, a place, and a purpose. The strategy, item design, and output are intended to gather feedback and insight that measure specific behaviors exhibited by managers from those who work with them every day. Specifically—learning how someone interacts with, listens to, communicates with, motivates, recognizes, inspires, holds accountable, develops, and encourages those they work closely with as equals, managers, and reports.
360 feedback can be a valuable tool when used for the right purpose, and especially when used in combination with the science of what drives high performance at your workforce has been uncovered. That formula sets the foundation for moving the needle and taking an individual feedback approach to managers utilizing a 360-feedback survey.
To learn more about our 360-feedback survey offering, read our blog on creating an effective 360 feedback survey, or contact us directly.
These surveys offer two different benefits and functions for your organization. Each one examines and uncovers information to provide insights—but for different desired outcomes.
A pulse survey is intended to capture a feeling around something that is important to your business. For example, if your CEO just cascaded a new long-term strategy and you need to know the level of understanding, belief, and motivation around that strategy. This could be gathering insights on the workforce as a whole, or a certain department or group that is critical to the success of those efforts.
A lifecycle survey focuses on just that—a portion of the employee lifecycle that is critical to your organization’s success, revealed by the annual engagement survey. These surveys could focus on onboarding, manager effectiveness, or performance surveys, for example.
Our consultants are top notch, but the combination becomes even more powerful for your organization when it’s mixed with an experienced delivery team, process, and all-encompassing industry expertise across the entire WSA team.
Co-Founder, Director of Consulting
Senior Data Scientist