Refreshing Your Engagement Survey .pdf
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Refreshing Your Engagement Survey Using Data To Drive Real World
Wednseday, September 21, 2016
10:00 AM PST | 01:00 PM EDT
Learn how to drive the activities that will maximize the ROI from the survey investment and increase
engagement through a proven total solution approach to improving employee engagement. In this webinar we
share best practices from what we have learned conducting multi-year engagement surveys and driving
engagement solutions for over 200 companies across all industries, including tech, financial services and
Areas Covered in the Session:
The must have survey items as defined by the latest employee engagement research and recent ITS
How to make the engagement survey process more efficient
What to avoid during survey implementation and reporting
How to drive maximum employee participation
How to design your survey so that results tie to the financial outcomes of your business
How and when to use benchmarks
How to reduce the overall cost of running your survey while not sacrificing quality
How to drive survey feedback and guarantee action planning follow-through at both the corporate and
How to use an online tool for tracking action plan progress
Simple tools for managers that will motivate them to actually take action on survey results and follow
through with their teams
Comparing results year to year what metrics are most important to monitor,and why?
Common findings for Gen Y employees and what to do about them
Who will benefit:
Megan Little Senior Consultant, Integral Talent Systems, Inc.
Megan Little As a Senior Consultant at Integral Talent Systems Inc., Megan works in the field of Talent
Management Consulting which encompasses recruiting, on-boarding, career development, succession
planning, retention and engagement. Megan specializes in Industrial and Organizational Psychology. Her
experience in Career Development, Leadership, Training and Development, Statistical Analysis, Project
Management, and Organizational Assessment provide her with the skills and subject matter expertise
necessary for assessing talent needs within an organization. Megan has played a key role in the distribution
and analysis of professional assessments including person-job match, competency modeling and 360
Feedback Surveys at such organizations as Banana Republic, Satellite HealthCare and Taulia and has acted
as a project manager for the development and implementation of career development and mentorship
programs at Eisenmann. ...more
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