The ROI of Employee Listening in Employee Experience

The difference between listening and really hearing

Why are survey participation rates often low? Why do HR managers tell me there is survey fatigue?

In our work with our clients around the world, we see a direct correlation between LISTENING and results!

Engaging a company to administer a survey is easy. The REAL work begins when you decide to open your hearts and minds to the data and HEAR what the employees are saying about how they FEEL about their work.

Once you know how they FEEL and what is driving those emotions, you can take ACTION and change their career and work EXPERIENCE!

We need to understand how people feel

So how does this work? At Spark, we have made a ground-breaking discovery, based on data and science that has been validated tens of thousands of times. We call it the Spark’dLens.

Like a camera lens, it allows you to see the employee work experience clearly; and, comes with action tools to impact meaning and measure progress. The SPARK’dLens frames what employees are experiencing to empower them–as an individual or in teams or as a workforce–to take action to boost and support a positive work experience.

The Spark’d Lens frames individual and teamwork experiences through two filters: Meaning and Progress, which are the key ingredients in creating passion at work.

The Spark’dLens de-mystifies the employee experience by breaking it down into understandable emotional states.

These findings are then reflected back to employees. The result? VALIDATION. When employees hear their experience described back to them ACCURATELY and EMPATHICALLY, the cynicism and fatigue evaporate. They feel LISTENED to and UNDERSTOOD.

Then, when you connect the dots between how they FEEL and what needs to CHANGE to shift them into a passionate state, they are willing to work WITH YOU to create the work experience they desire most.

The bottom line?

The ROI? Employees become more fulfilled and engaged producing an elevated work experience; and the business thrives. The numbers are striking: 20%+ improvement in profitability, 40%+ increase in productivity and double digit increase in retained earnings.

Lowering your defenses when presented with the data and adopting a curious mindset that seeks to make connections across the data to inform action, is a winning formula! And, at Spark, we provide the insight and action plans to create high impact change.

How Companies Can Support Engagement Throughout the Employment Lifecycle

Employee engagement is generally seen as a subset of the whole employee experience, and therefore as the responsibility of leaders. Measurement is done via a survey of every employee, at the same time. Results are collated, conclusions drawn and actions taken. But what if there was another way of doing things?

What Is the Spark’d Lens™?

The Spark’d Lens is a ground-breaking discovery based on data and science – validated tens of thousands of times. Like a camera lens, it provides focus, using two important filters – Meaning and Progress; the key ingredients in creating passion at work.

Can employees be given responsibility for their own engagement levels? And if so, how?

Can employees be given responsibility for their own engagement levels? We believe they can, as long as with that responsibility, they are also given the right insights, knowledge and tools that will make a real and lasting difference.

The Great Resignation and How Data-Driven Employee Engagement Can Change the Game

The Great Resignation has been a game-changer. The need for employee engagement programs that show how employees really FEEL has never been greater. Data matters.

Why Emotions Are The Deciding Factor In Any Work Environment

Typically employee engagement surveys are opinion surveys. They tell you what your employees think.
But, engagement is an EMOTION. It’s about how we feel when we are at work. It’s an emotion that describes our overall feeling of our work experience.

Studies Show That Employees Leave or Stay Based on How They Feel

It’s all about the neuroscience of decision making. Effective employee listening drives effective actions that keep employees emotionally connected. The more emotionally connected they are, the more they innovate, the better they execute and the longer they stay.

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