Is Your Employee Feedback Proactive?

Author Bio

Author Bio

We recently shared some new ideas with HR Practitioners through an HCI webinar titled “Beyond Engaged: A New Approach to Employee Lifecycle Measurement and Management”. You can check out the full recorded presentation on-demand here.

Almost every day we hear from clients who are striving to push beyond “traditional” ways to measure and act on employee engagement metrics. But why is this? Why are so many people in HR striving to build on their employee engagement programs?

The following is far from a rigorous scientific study, but we had a few hundred people from the HCI community registered in our webinar, making for a great convenience sample (in my humble opinion). We ran a few quick polls and the results were very interesting. We asked people to select the ONE workforce trend that was affecting their business the most. By far the most popular answer was ‘evolving expectations of the workforce’.


When we speak one-on-one with our clients they tell us that the traditional major employee engagement study that many organizations run once every 1-2 years is still very valuable, but they require a lot of work to execute properly. They also happen too infrequently to help you understand if your recently implemented programs and initiatives are making a difference.

So what are your alternatives to get ahead of these evolving expectations?

We proposed a simple way of looking at the spectrum of employee feedback options. On the vertical axis, you can think about program approaches as being either proactive or reactive (We also considered using the term ‘passive’, but that could lead one to believe you don’t do anything with that data. You’ll see more about why “reactive” is the better choice as I get into describing what Confirmit means when we say “agile” employee research).   

On the horizontal axis we describe how you go about collecting the data; solicited or unsolicited.  

Soon I will be posting a blog about the details of each quadrant, so stay tuned. You can always skip ahead by watching the webinar here.

Please connect with me on LinkedIn and Twitter @SeanConry.