Start with the question, not with the tool.
One annual employee survey cannot answer every question on the management team’s agenda. Broad surveys, pulse surveys, measuring at key moments, 360 feedback and culture surveys each have their own rhythm. This guide helps you choose, and shows you where to start.
- Five ways of listening on one map
- Twelve HR issues matched to an approach
- For each approach: when it fits, and when it does not
- A decision tree and a listening plan for your management team
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You get right away:
Five ways of listening on one map, five research findings, a matrix of twelve HR issues, applications for each approach, a decision tree and a one-page listening plan.
One survey for five questions.
The annual employee survey is not the problem. It is simply being asked to answer questions it was not designed for. That leaves four questions on the management team’s agenda with only half an answer:
Question 1.
Why do new colleagues leave?
People who have already left no longer fill in the annual survey.
Question 2.
Is our approach to workload working?
The answer only comes next spring.
Question 3.
How are our team leaders developing?
Too general: this question is about individuals.
Question 4.
Does our culture fit the new strategy?
The employee survey measures satisfaction, not who you want to become.
What is in the white paper
Sound familiar?
Five questions on the management team's agenda, and why each question has its own rhythm.
Five ways on one map
Two axes, four questions that decide your choice and five research findings.
Which issue needs which approach?
A matrix of twelve HR issues, from turnover to mergers.
The five approaches in practice
For each approach: what it answers, when it fits and when it does not, and applications.
Start with one, grow into a listening plan
A sequence that often works, and how to keep the burden in check.
Decision tree and listening plan
Two worksheets to choose the first step with your management team.
White paper: Which way of listening fits your question?
- Five ways of listening on one map
- Five research findings that guide your choice
- A matrix of twelve HR issues
- For each approach: when it fits, and when it does not
- A decision tree and a one-page listening plan
A look inside the white paper
This is what it looks like
From the white paper
What you see per team is linked to results.
In a meta-analysis of 42 studies, team engagement is linked to performance (.38) and turnover (−.30). And leaders see themselves differently from how their employees see them: that correlation is only .14. The guide shows which approach gives you which picture.
Download the white paperCorrelations from research
Harter, Schmidt and Hayes, 2002 (meta-analysis of 42 studies); Fleenor et al., 2010. Correlation, not proven causation
Which question is on your agenda right now?
At Deepler you will find all five ways from this guide: Deepler Research for broad surveys and pulse surveys, Deepler 360 for feedback on behaviour, Deepler Journeys for key career moments and Deepler Culture for culture. Start with one approach, and expand once follow-up is in place.
- See per team where things are stuck
- Signals when people start, transfer or leave
- Growth and culture made visible across rounds
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.”
Choose the rhythm of your question.
Download the guide and discover which way of listening fits the question on the table right now.
- Start with the question, not with the tool
- Choose a rhythm you can also follow up
- Measure at team level, not just the average
- Link every survey to a conversation and a goal
- Grow step by step into a listening plan
Download the free white paper
Straight to your inbox. No spam. No obligations.