How Moments Supercharge Your Action Planning
Employee listening is essential for maintaining an engaged and productive workforce, but traditional surveys often miss the mark by providing broad, generalised insights. Enter moments in employee listening—a more targeted, personalised way to collect feedback during key points in an employee’s journey.
How Moments Supercharge Your Action Planning
Employee listening is essential for maintaining an engaged and productive workforce, but traditional surveys often miss the mark by providing broad, generalised insights. Enter moments in employee listening—a more targeted, personalised way to collect feedback during key points in an employee’s journey.
What Are Moments in Employee Listening?
Moments are critical touchpoints throughout an employee’s journey with your organisation, offering valuable opportunities for feedback. These moments include:
- Pre-employment: The initial touchpoint a candidate has with your brand, such as viewing an ad or walking into your store.
- Onboarding: From the first two weeks to three months in, this is a crucial period to assess how well employees are integrating into the organization.
- Exit: The decision to leave the company is an opportunity to gather feedback on what worked and what could have been improved.
Each of these moments offers a chance to gather personalised feedback that can be acted upon quickly, ensuring a more agile and responsive approach than annual surveys.
How Moments Support Quick and Effective Action
One of the biggest advantages of moments is their ability to drive quick, specific action. Traditional annual surveys give a high-level view of culture, but they can overlook granular experiences that may have a bigger impact on employee satisfaction.
For example, if an employee’s onboarding experience wasn’t smooth—say, they had trouble getting equipment or didn’t feel welcomed—this is a clear issue that can be fixed quickly. The feedback from moments is actionable because it’s tied to specific processes or interactions, making it easier to implement improvements right away, often without a big budget or large-scale intervention.
The quick turnaround for action with moments is especially important for issues like process failures (e.g., delayed laptop delivery), training gaps, or miscommunication during onboarding or parental leave. These are simple fixes that can be addressed immediately, creating a more positive experience for current and future employees.
Reducing the Cost of Action with Moments
Compared to larger surveys, moments are significantly cheaper and more efficient. Traditional surveys, like annual engagement surveys, require extensive coordination, communication, and resources. They involve a large number of questions and require significant time to analyse and act on the results. Moreover, actions stemming from these surveys tend to be more general and take longer to implement.
On the other hand, moments are automated and continuous, capturing feedback in real time. For example, after an employee finishes their onboarding, a quick, automated survey can ask if they felt welcomed or if there were any process issues. If they mention that it took too long to get their equipment, HR can quickly address this issue without needing approval or significant budget. The cost of action is low because these are simple process adjustments that don’t require large investments.
By focusing on fewer questions, asked to fewer people, and at key moments, companies can make faster, more meaningful improvements without the high costs typically associated with larger surveys.
Integrating Moments into Your Engagement Strategy
Moments don’t need to replace traditional engagement surveys; they can be seamlessly integrated into your existing employee listening strategy. Here’s how they fit into the broader picture:
- Annual Surveys: These serve as your high-level, strategic tool to capture a broad view of employee engagement across the organization.
- Pulse Surveys: These are tactical surveys that allow you to explore specific issues in more depth.
- Moments: These offer continuous, real-time feedback at crucial points in the employee journey. Because they run automatically and require little to no manual effort, moments can be the most agile and responsive part of your engagement strategy.
By layering moments beneath annual surveys and pulse surveys, organisations can create a holistic employee listening strategy that captures detailed feedback when it matters most—during key moments that can drive quick change.
Client Feedback: The Power of Moments
Clients who have implemented moments in their engagement strategy have shared valuable feedback. Many appreciate the integration of multiple surveys into a single dashboard, which makes it easy to compare and track experiences across different stages (e.g., new joiner experiences, manager experiences, exit interviews). This gives HR teams a clearer picture of where improvements are needed.
Another benefit is the power of one voice. In large organisations, feedback from a single employee can sometimes get lost in the sea of responses from annual surveys. But with moments, even the feedback of one individual—whether it’s about a parental leave policy or an onboarding process—can be acted upon. Fixing that one issue can benefit not only the individual but everyone who encounters the same process in the future.
Moments vs. Traditional Surveys: When to Use Each
Both moments and traditional surveys have their place in employee listening, but they serve different purposes:
- Traditional Surveys: These are strategic tools that provide an overview of the company’s culture and overall engagement levels. They are best used for long-term planning and high-level insights.
- Moments: These are tactical, continuous feedback tools that help you capture specific experiences at critical touchpoints. They allow you to act quickly and effectively on feedback, ensuring that issues are addressed before they become larger problems.
While annual surveys are important for setting organisational goals, moments should be used continuously to gather real-time feedback at key moments in the employee experience.
So, What Does This Mean?
Integrating moments into your employee listening strategy allows your organisation to be more agile, responsive, and cost-effective in improving the employee experience. By focusing on specific touchpoints—like onboarding, parental leave, or exit feedback—you can act quickly to resolve issues and make meaningful improvements without the need for large-scale surveys or budgets.
Moments help create a continuous, real-time feedback loop that enhances the impact of traditional surveys and ensures employees feel heard, valued, and supported throughout their journey with your company.
Start integrating moments into your feedback processes today and see the difference it makes.
Contact us to learn more about how our solutions can help you capture and act on the moments that matter.
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