PRIMARY GOAL TO ENHANCE CUSTOMER SATISFACTION BY MEETING CUSTOMER REQUIREMENT .
Surveyi2i Use Case: Enhance Employee Satisfaction
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Transcript of Surveyi2i Use Case: Enhance Employee Satisfaction
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Uncovering sophisticated employee insights made easy
Identify Drivers
Understand Employee Experiences
Discover Patterns
No need for external agencies
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Welcome to Surveyi2i
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Surveyi2i Sample Use Case
Proactive Employee Retention Strategy from Employee Satisfaction Survey
Raw data
Recoding information
Snapshot of the sample survey
• Survey done with employees across roles, vintage and business group
• 400+ Employees (respondents)
• 30+ Questions on satisfaction, attrition etc.
• 100+ Detailed employee comments
• External data to enhance respondent profile details
Vintage
1 0-1 years2 1-2 Years3 2-3 Years4 3-5 Years
5 5+ Years
Overall Satisfaction
5 Highly Satisfied4 Satisfied3 Neutral2 Dissatisfied
1 Highly Dissatisfied
Survey Data
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Log in to surveyi2i.com
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Data Survey Upload
Choose file type
Choose data format
Upload Code book
Upload survey data
2 3 4 5
Classify questions
Data Integration and Management
1 Create derived indices (Engagement index, )
Merge with external data (Employee data)
Assess quality of uploaded data2 3
Deriving Insight Using Surveyi2i
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59% of respondents are from 1-3 years vintage 23% of respondents are high attrition risk - (would leave for similar pay)72% of high attrition respondents are from 1-3 years vintage
Key Takeawa
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Training, Compensation and Skillset getting used are the 3 areas of concern for 1-3 years vintage
Key Takeawa
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“Clarity of goals explained by the manager” is highlighted as primary focus“How well is your skill getting used? “, “Clarity on how my team's goal help achieve organization goals”, are highlighted as strengths
Key Takeawa
ys
MANAGERS", "GROWTH” ,”OPPORTUNITIES” are the suggested areas of improvement .
Key Takeawa
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Taking proactive measures to improve on areas identified can help neutralize the high negative sentiment and its' impact on other employees
Key Takeawa
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CROSS TAB proves that more people in Vintage 1-3 are highly dissatisfied in job Key
Takeaways
Conclusion
Insights on focus areas to minimize attrition
• “Clarity of goals explained by the manager” are highlighted as primary focus• “How well is your skill getting used? “, “Clarity on how my team's goal help achieve
organization goals”, is highlighted as strengths• MANAGERS", "GROWTH” ,”OPPORTUNITIES” are the suggested areas of improvement .
Analysis of current state and challenges
• 59% of respondents are from 1-3 years vintage • 23% of respondents are high attrition risk - (would leave for similar pay)• 72% of high attrition respondents are from 1-3 years vintage• Training, Compensation and Skillset getting used are the 3 areas of concern for 1-3
years vintage
Deriving actionable Insights from employee survey made
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Collaborative
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@Surveyi2i
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