Welcome back to our blog series on the powerful use-cases of Cross-Program Intelligence™. This is part 2 of our blog series on getting the most out of this new capability. In the last post, we discussed how to use cross-survey analysis to:

  1. Discover early warning signals of attrition
  2. Understand manager behaviors that lead to effective teams
  3. Deploy a more agile survey approach with shorter, timely surveys

In this post, I’ll share three more use-cases that illustrate how to use Cross-Program Intelligence to fuel the success of your people — and your organization.

1) Determine how your onboarding experiences impact engagement, performance, and retention over time

For managers and HR, it’s critical to understand whether you’re onboarding employees in the most effective way possible given onboarding can have critical downstream impacts to engagement and performance.

Glint research showed new hires who had a poor onboarding experience were 8x more likely to be disengaged and 11x less likely to recommend their employer as a good place to work after their first three months.

Using cross-program analysis, you can look at engagement scores and filter by the quality of a new hire’s onboarding experience. By filtering these scores based on favorable onboarders and unfavorable onboards, you can quickly identify the impact your onboarding is making to your organization. If they had a favorable onboarding experience, what are their main drivers of engagement now, compared to those who had unfavorable experiences? Better yet, you can dig into comments, using Glint Narrative Intelligence to dive deeper.

Customers have used this to identify specific trainings that recent hires loved and as a result, standardized those across the company. If for example, you find that those who were hired 6 months ago scored lower on their understanding of how their roles contribute to the company’s success or whether they have the right resources to be successful, you can intervene and double down on these efforts during the onboarding process to set people up for success.

2) Uncover how reorgs or M&A activity impact your engagement scores down the road

Organizations go through many changes over time. How those changes are managed has a huge impact on productivity and performance. Understanding how people experienced a specific change initiative allows us to identify how to manage change better in the future — did we not communicate enough? Were certain functions more impacted than others? Did people understand the strategy and how the change impacts them?

With a flexible and agile measurement strategy, you can launch pulses right after the reorg or M&A event to get a real-time pulse. Then, you can look at engagement scores 3 months after that event and filter by whether employees felt the change was handled well or poorly. For those populations who were unfavorable, did their engagement scores recover a quarter later? Was it just resistance to change or has a key driver of engagement dropped significantly and needs addressing? What are the comments saying?

Answers like these will help you strategically partner with business leaders in the future to minimize the impacts of change initiatives and ensure people are prepared and set up for success post-change.

3) Discover if you’re actually moving the needle with formerly disengaged employees

A common question I ask potential customers is the following: When your engagement score increases, can you say say for certain whether formerly disengaged employees are now engaged? Or is the change simply from new hires joining the team who are naturally more engaged or perhaps happy employees becoming even happier?

The inability to answer that question with hard data is a common limitation of siloed surveys. But to truly understand if your people initiatives are making an impact, it’s crucial you have that data.

With Cross-Program Intelligence, you can connect your engagement survey today to past engagement surveys and filter by people with low engagement 6 months ago. That report will show you whether you’ve truly moved the needle on disengaged populations. And if so, using Narrative Intelligence and Glint’s Heat Map reports, you can see which drivers and initiatives contributed the most to that change. You can do this with any numbers of drivers; if you were laser focused on Recognition over the last 2 quarters, you can look at those who were unfavorable or neutral about Recognition in the past and whether they are feeling more favorable today, getting a read on whether the actions taken have had the desired impact.

Interested in learning more?

By now, I hope it’s clear how utilizing Cross-Program Intelligence can allow you to connect all your survey programs, dig deeper into specific employee cohorts, and focus your efforts where they’ll count the most. To see a demo, contact us to learn more.  

This post was co-authored by Raymond Hwang.

About Archana

Archana Ramesh is a People Science Consultant with Glint. Before joining the Glint team, she led People Operations and Technology for a fast-growing mid-size public technology company. Along with holding global roles, Archana has lived and worked in Western and Eastern Europe and is able to leverage her international experience to partner with global customers. Archana holds a M.A. in Social/Organizational Psychology from Columbia University where she focused on leadership development and change management.

About Ray

Ray Hwang is a Senior Product Marketing Manager at Glint, where he leads product launches, messaging and positioning, and go-to-market strategy. With experience building brands in both consumer goods and technology, Ray excels in building collaborative teams to launch and scale purpose-driven products. Prior to Glint, Ray led product marketing for LinkedIn’s Marketing Solutions business. He holds a BSBA from Washington University in St. Louis and an MBA from the Kellogg School of Management at Northwestern University.