Continuous listening does not start with asking more often. It starts with better follow-up.
Many organisations survey their employees once a year. Then it goes quiet for eleven months, until the next invitation. This white paper offers a maturity model in four phases, from the annual report to continuous listening. Find out where you stand and take the next step, one step at a time.
- The maturity model: four phases, four dimensions
- A quick scan of four questions, in two minutes
- Three steps for each move to the next phase
- A starter plan for your first 90 days
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Download the free white paper
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You get right away:
The model on one page, a two-minute quick scan, three steps per phase, how to get the organisation on board and a 90-day plan for your next step.
Four phases, one step at a time.
The difference between phase 1 and phase 4 is not the number of questionnaires. It is what happens between two surveys.
Phase 1.
The report
One survey a year. HR and the management team read the report, HR draws up the plan.
Phase 2.
The dialogue
Teams see their own results and choose for themselves what to improve.
Phase 3.
The rhythm
Short surveys in between. You can see whether actions work.
Phase 4.
The system
A listening plan that keeps pace with the employee lifecycle and the strategy.
What is in the white paper
The model on one page
Four phases, each viewed through ask, see, act and measure.
Growing means closing the loop
Why follow-up makes more of a difference than surveying more often.
Quick scan: where do you stand?
Four questions in two minutes, and you know which phase you are in.
Three steps per phase
From report to dialogue, from dialogue to rhythm, from rhythm to listening plan.
Getting the organisation on board
What the management team, team leaders, employees and works council want to know.
Your first 90 days
A starter plan from scan to review, with a worksheet for your own plan.
White paper: From annual employee survey to continuous listening
- The maturity model in four phases
- A quick scan with four questions
- Three steps per transition
- Pitfalls per phase, and how to avoid them
- 11 pages, with sources
A look inside the white paper
This is what it looks like
From the white paper
It is not the survey but the follow-up that makes the difference.
Groups that saw something being done with the results were more positive. Those who took part and saw nothing come of it were even more negative than those who did not take part. The white paper shows how to close the loop.
Download the white paperThe loop you want to close
Based on Church et al. (2012) and Huebner and Zacher (2021)
From organisation report to team insight.
With Deepler Research, every team gets its own results soon after the survey. An AI coach turns team answers into concrete proposals, actions become projects with an owner and a deadline, and short pulse surveys show you whether they work.
- Team reports from 6 respondents
- Actions as projects, with status
- Unlimited pulse surveys
Trusted by small and large
Experiences of customers who make a difference with us.
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Larren
Recruitment Lead,
De Selectie
“Recently, I used Deepler to arrive at an EVP. Great what they were able to achieve in a short time! In a period of two weeks, we collected information and were able to continue with our AMC plan. In any other situation, it takes weeks, if not months, to get this done. Contact is good, friendly and constructive. Very nice club to work with.”
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Douwe
Recruiter,
Securitas
“Ideal tool and company to gain more and better insight into the organization and employees as an organization! And especially with speed! For us, it was also the need to get tools for the topics of retention, to prevent future absenteeism or turnover. I also have experience with other parties and I sincerely value the speed of switching, follow-up and personal contact with Deepler. Absolutely recommended.”
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Jolanda
HR Business Partner,
Nedcargo
“Deepler is a great tool for continuously collecting feedback from our employees. This input is then centrally available for us as management, but also for managers who benefit from it.”
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Jonathan
Manager,
UWV
“What makes Deepler special is that it doesn’t get stuck in numbers. It helps you immediately understand where it is and what teams need. For us, this ensured that employees themselves came up with areas for improvement and took responsibility for them. The insights were sharp and useful, but most importantly: the conversation that started afterwards made the difference. Thanks to Deepler, we didn’t get a paper plan, but change that was supported by the people themselves.”
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Amadeus
COO,
OSRE
“The software has a positive impact on us as a rapidly growing organization. By better understanding what is going on in the workplace and what people offer as solutions for improvements, we can make more effective decisions. The platform helps us to gain real-time insight and to respond directly to it via the tool.”
Where does your organisation stand?
Download the white paper, do the quick scan with two or three colleagues and compare your answers. That is often the best conversation.
- Find your phase across four dimensions
- See where your organisation is out of balance
- Know which step fits now
- Avoid the common pitfalls
- Follow a 90-day starter plan
- Take the worksheet to your management team
Download the free white paper
Straight to your inbox. No spam. No obligations.