2. To ensure your talent strategy
supports your business strategy
3. But first, a bit about me:
Maria Jimena Cespedes
People and Data Geek
(a.k.a. Industrial-Organizational Psychologist working
in Talent Management in the High Tech industry)
In this deck, I share some of my lessons learned from
running an employee survey and leveraging insights to
guide talent strategy… Read through and you’ll find a
cheat sheet at the end.
10. You need simple answers
The problem:
• There are hundreds of different options
• Everyone wants to add questions
• Too much data causes analysis paralysis
11. You need to find the needle in the haystack…
but where do you start?
14. Companies are
competing for a
limited pool of
knowledge workers
more fiercely than
ever
Retention incentives
(evoke need) are
short lasting and
lead to mediocre
performance
15. Companies are
competing for a
limited pool of
knowledge workers
more fiercely than
ever
Retention incentives
(evoke need) are
short lasting and
lead to mediocre
performance
People perform
their best when they
love their jobs and
feel connected to
their colleagues and
company (inspire)
16. The edge is in building a company people
identify with and believe in
22. Your employee survey could be your
best ally in attaining this
Here is why and how you do it:
23. Have you asked yourself:
Why should people work here?
Do leaders communicate a vision that inspires?
24. Have you asked yourself:
Why should people work here?
Do leaders communicate a vision that inspires?
Feeling inspired is correlated with
retention and engagement
30. If you promise career opportunities at hiring, follow
through and invest in people
31. If you promise career opportunities at hiring, follow
through and invest in people
Ask if managers…
32. listen to employees’ goals and challenges often
tolerate mistakes and failures to promote innovation and learning
empower teams with opportunities
33. listen to employees’ goals and challenges often
tolerate mistakes and failures to promote innovation and learning
empower teams with opportunities
34. Back to the signal
There are many questions you could ask when
designing an employee engagement survey, and
benchmarking against your peers is important, but…
35. Back to the signal
There are many questions you could ask when
designing an employee engagement survey, and
benchmarking against your peers is important, but…
what works for some, does not work for all!
38. your company’s culture and values –
do people feel connected?
your business strategy – what keeps
your execs awake at night?
what matters to your people –
are you delivering on the employee value
proposition?
40. Leverage
Once you have identified the key things that matter
to your people and are measuring it –
draw the connection points to all talent practices
43. And empower executives and managers – be
transparent and share the insights
And do it
FAST!
Or your data will lose relevance
44. A culture driven with Purpose, Integrity and
Opportunity will attract, engage, grow, and
retain the best talent for your company
45. A culture driven with Purpose, Integrity and
Opportunity will attract, engage, grow, and
retain the best talent for your company
But growth and scale can be a threat
46. Leverage your employee engagement survey
to support your business strategy
and strengthen your culture
as you scale
47. (Cheat sheet next)
Please send questions or comments to
mjimenacespedes@gmail.com
Maria Jimena Cespedes
People and Data Geek
48. (Oversimplified)
Cheat Sheet
1. Make sure you ask about: purpose (inspiring
leadership), integrity (walking the walk) and opportunity
(advancing careers)
2. Design your survey to align with your culture, business
strategy, and employee value proposition (EVP) – this
may change over time
3. Make connection points to all talent practices, share the
insights with colleagues and managers, and do it fast
4. Keep your survey under 50 questions, if possible
5. Not in this deck, but make sure to also dig deep in the
data to answer strategic business questions (you may
need different feedback tools and/or analyses for this)