In a recent article for HR Daily Advisor, Kim Dawson discusses continuous listening and its benefits to the organization when it takes place across the employee life cycle, from new hire to alumni. As the former head of Employee Experience at YouEarnedIt, now Kazoo, she is a leader in the field of executive coaching, performance management, employee retention, recruiting, and strategy.
What Is Continuous Listening?
Continuous listening refers to the approach of gathering employee feedback regularly throughout the entire employee lifecycle. It is done to optimize performance management, boost engagement, improve overall employee experience, and bolster business outcomes.
‘Feedback’ has become synonymous with criticism, and continuous listening represents a shift in communication strategy that addresses this stigma. Instead of skipping from interview surveys to annual surveys and exit interviews, this process includes additional check-in opportunities.
This includes ongoing one-on-one chats with managers, pulse surveys after big events, company-specific safe spaces for anonymous feedback, as well as a culture that encourages in-person feedback without fear of unwanted repercussions.
Here are a few of the innovative continuous listening tactics the author shares in this article.
Continuous Listening Strategies That Work
1.Assess Check-in Points Along the Employee Life Cycle
Take a good, hard look at how you communicate with candidates, employees, and alumni along every part of the employee life cycle. There are touchpoints along this timeline where you can get valuable feedback that speaks to the internal workings of your business as a whole. For instance, even if someone was not selected to fill a position at your company, they can provide valuable insights into your interview process.
Similarly, your alumni are in a unique position to share lots of information about how company culture affects productivity and what can be done to ensure that future employees have a better experience. The key lies in identifying prime touchpoints and tapping into them to gather the data you need to keep your team happily supported and well-equipped to do their jobs.
2. Use HR Tech to Your Advantage
If you already have various HR tools, such as employee reward and recognition platforms at your disposal, leverage the data it provides. For instance, if a given manager gets a lot of recognition from their team members, you can look at what they do differently from the others, etc.
3. Be Transparent About How Data is Used
Your continuous listening strategies will only be effective if you are upfront about how and when you gather data and how it will be used. Employees don’t react well when they feel they are being monitored or that their input can be used against them. As such, it’s best to be fully transparent at all times, so they feel secure enough to provide you with honest input.
Continuous listening is the key to a healthy employee experience across their life cycle. Kim Dawson recommends assessing the check-in points along the employee journey, using HR tech to your advantage, and being transparent about how data is used. Read the full article here.
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