W.E.-Matter – Employee Engagement Strategies

Employee Engagement Surveys

Annual Business Cycle Survey

A dynamic Workplace requires continuous measurement of Engagement and satisfaction.
Organizational event-focused surveys from Goal Setting to Appraisal Discussions including Career discussion, and more.
Ensures employees are aligned with the organizational objectives and deliver on business goals.
Prioritizes action areas and provides plans for each event.
Up to 30% revenue enhancement, up to 10% attrition reduction, and 4.75+ Glassdoor ratings.
All the individual employee satisfaction surveys have P5 in common, which ensures that all the action plans are driving engagement. Therefore, they are part of a whole.

Comprehensive Survey (Annual or Biannual)

Up to 30% revenue enhancement, up to 10% attrition reduction, and improved 4.75+ Glassdoor ratings.
Helps in creating a people strategy and driving actions across the organization, leadership, and managers.
The essential modules are P5 Leadership Excellence and Manager Excellence. The recommended modules are Organization and employee Well-being.
Predicts employee attrition and performance with higher precision.
Provides action plans for managers, leaders, and organizations.
Other optional modules like innovation, collaboration, work from work, and various others including custom questions for the clients.
All the PowerPoint reports, manager scorecards, leader scorecards, deep dive dashboards, and action planning portals are available in real-time.

Manager Excellence

Managers impact the lives of team members every day.
Manager excellence survey ensures understanding of team sentiments and creates accountability for action.
Manager Survey is focused on supporting performance, recognition, learning & growth, belonging, & teamwork.

Leadership Excellence

Engagement of Gen Y and Gen Z is driven by parameters that are significantly impacted by Leaders.
Leadership excellence survey measures the elements that create a sustainable impact on employee engagement & well-being and ensures accountability.
Leadership survey focuses on purpose, business direction and confidence in leadership, transparent communication, collaboration, people focus, and customer-centricity.

360 ( Degree Survey )

Largest library of 75 competencies, 250 behaviors and 150 action plans. Therefore, we can help create a custom competency framework for a company in a short time frame.
We are one of the 2 companies in the world that provides AI based moderation of 360-degree ratings.

Start-Up Survey

Our start-up survey is a comprehensive tool that uncovers key insights about managers and leaders.
Through this survey, we identify the drivers that empower and motivate GenZ, enabling organizations to optimize their performance and retention.
Gain valuable understanding and take informed actions for growth with our survey solution.

Always on Mood-O-Meter Survey

Mood-0-Meter helps in tracking the sentiments of teams functions departments and organizations.
Employees can respond to Mood-O-Meter 24 x 365. It has 5 to 7 questions and the option of 1 verbatim question.
The Mood-O-Meter could also have 1 question per day for 365 days.
While the dashboard is updated everyday response is aggregated to draw meaningful conclusions every quarter.

S7 Early Attrition

S7 is used in cases of high attrition in the first 3 to 6 months or if there are assimilation issues in the first 2 years.
S7 is a tenure-based survey.
Phase 1 of the S7 surveys is focused on getting people started in their new jobs. These are a set of four surveys.
First 7 hours – Onboarding Experience Survey.
First 7 days – Induction Experience Survey.
First 7 weeks – Orientation and Absorption Survey.
First 7 fortnights – Initial Assimilation Survey.
Phase 2 S7 Surveys are focused on advanced assimilation for high performance.
First 7 months – Effective relationships with managers and the organization.
End of 12 months – Effective relations with manager and well-being.
End of 15 months – Comfort with leaders, organization, and manager.
End of 21 months – Comprehensive Engagement with the organization.

Learning & Development Survey (Inspired by Kirk Patrick Model)

Billions of dollars are invested in learning and development every year, which may not necessarily have an impact on business or people.
Our set of 4 surveys covering reaction, learning, behavior, and result is extremely useful to ensure an effective change in people, skills, and impact on business outcomes.
The surveys can be used effectively for every cohort undergoing a development program.

Exit Survey

Well-designed and researched third-party exit surveys ensure transparent and actionable employee feedback from exiting employees that helps reduce attrition.
Leverages the P5 framework and researches questions on managers, leaders, and organizations.