Employee engagement. It’s been a business buzzword for a while now—and with good reason. Engaged employees contribute to higher profits, are less likely to leave and are more innovative— the list goes on and on. But engagement has always been tough to measure, and it’s been just as difficult to engage employees in a continuous and meaningful way.
Traditional ways to manage individual performance haven’t been doing employee engagement any favors. A full 90% of managers are dissatisfied with their companies’ employee review processes, and that contributes to disengagement. Meanwhile, more than half of employees report that their last review gave them absolutely no constructive feedback on what to improve upon. Without a rudder, these employees aren’t getting any value out of the process—and their companies aren’t either.
Let them have feedback
Employees want more frequent feedback—but want it to be less formal and more collaborative. And more companies want feedback from their employees too. Managers and HR teams want to be able to identify problems quickly—and to be able to implement and tune their programs right away. And business leaders want to be able to measure the impact that all of this has on the bottom line.
It used to be that you would have to hire a big consulting firm for hundreds of thousands of dollars. They’d send out a huge survey with hundreds of questions to employees that would take a few hours to fill out. Then they’d crunch the numbers and a few months later, tell you where you needed to address issues (but rarely have an action plan to actually do something about it). Meanwhile, half of the employees who said they were considering leaving within six months are already gone.
Enter the pulse survey
In the last couple of years, a crop of startups has emerged, specifically targeting engagement. Dubbed “pulse survey tools” by the industry, these tools are great in concept. But they’re disconnected from action plans and the talent systems in place that could address the problems. Some companies have seen improvements in turnover and performance, but those HR leaders must spend a lot of time and effort manually connecting the pulse of the organization with action plans.
Then there are traditional Talent Management solutions – which are powerful when it comes to delivering programs. But there’s been no way to connect with real-time feedback, or to measure the business impact of those programs.
That’s why Saba is introducing Saba Pulse 360 at HR Tech in Chicago this week. Saba Pulse 360 allows organizations to frequently and quickly assess both the employee and the organization, from both a performance and engagement perspective. And, because it’s an integrated part of the Saba Cloud talent management platform, you can not only identify problems but use Saba’s unified tools to implement or tune your talent programs to prescribe the cure.
Perhaps most importantly, the frequent and quick assessments allow you to connect the dots between the programs you’ve implemented and the performance and engagement of the employees and the organization.
With Saba Pulse 360, you can:
- Continuously assess both employees and the organization in real time
- Gain instant insight into hot zones, problem areas, and opportunities
- Take action to prescribe and tune talent programs
- Measure the impact your programs have on both individual and business performance
Interested in finding out more? Register for one of our Weekly Product Tours – there’s always one coming up where we’re focusing exclusively on Saba Pulse 360.