For hr leaders, operating leaders and executive teams
Workforce insights and measurement.
Ask the right questions, interpret the evidence and help leaders decide what to do next.
The business problem
Recognize the pattern.
A report creates little value if leaders cannot agree on what it means, what to do or whether a change is helping.
Reports show activity but leave decisions unresolved.
Employee feedback is collected, but little changes.
Work that can help
- Employee engagement assessments
- Pulse surveys and feedback
- Custom survey development
- Onboarding and exit feedback
- Interviews and focus groups
- Evaluation, measurement frameworks and leadership dashboards
Start by defining the problem with the people closest to it. Agree on the intended change and the evidence needed before selecting a method or tool.
Concrete outputs
Something you can put to work.
Listening and measurement plan
The questions, participants, methods, confidentiality arrangements and measures needed for the decisions at hand.
Findings and decision brief
A concise interpretation of the evidence, its limitations and the choices it raises for leaders.
Dashboard built around decisions
A dashboard organized around the questions leaders need to answer, with each measure’s definition available next to the number.
Action and follow-up plan
A small set of actions with owners, review points and an approach to communicating progress.
Review the evidence
Define progress before you begin.
Choose measures that help you make a decision, alongside feedback from the people doing the work.
- Whether findings inform a named decision
- Actions agreed and reviewed after feedback
- Time spent reconciling information
These are possible evaluation questions, not promised outcomes. The starting point and review approach are agreed for the engagement.
Relevant prior experience
Turning listening into a planning input. ↗
Nearly 1,000 participants · five executive-evaluation cycles
A possible starting point
Workforce Listening and Action.
You need to understand the employee experience, investigate a recurring concern or make better use of existing feedback.
Define the questions, agree on appropriate confidentiality and reporting, collect or review feedback, and facilitate the move from findings to action.
See the scope and outputsUnderstand the working process →