Prepare to implement a new hire survey and action plan to improve the employee experience.
New hire surveys often have low response rates due to a lack of confidence in the survey's confidentiality or a lack of understanding of how the data will be used.
New hire data may be collected and reviewed, but it is not shared across HR or with business leaders for analysis and action planning to make changes or improvements.
New hire survey data analysis is often done in a silo, without examining other employee survey results such as engagement or exit for consistent themes or insights.
Identify and address organizational challenges that, if left unresolved, can lead to higher turnover, higher talent acquisition costs, and lower engagement and performance.
Focus on the insights the data reveals and identify action plan initiatives to improve HR programs and leader behaviors that impact new hire engagement.
Source qualitative data to understand the context behind the results and action plan with greater impact.
Impact & Result
Demonstrate the organization both values and leverages feedback from new hires to improve the employee experience.
Research & Tools
1. Determine the approach
Establish the survey goals and roles of key players, review the employee survey landscape, identify where data can inform HR programs, and determine timing.
Confirm
the accuracy of HR data, draft messaging for participants, launch the new hire
survey, and plan for monitoring, analyzing, and action planning.