- No way of gathering feedback. Prior to Workday Peakon Employee Voice, feedback was anecdotal, there was a lack of action after each survey, and the WASH workforce didn’t trust that it was confidential.
- Problems with traditional solutions. Previous surveys WASH has used took weeks and months to develop reports, and by that point, things had changed.
- Majority of WASH workforce is field-based. Seventy five percent of its people are in field technician roles, who start and end their day at home. Without a centralized location, it was difficult to gather high-quality feedback.
Why WASH chose Workday Peakon Employee Voice.
- Workday Peakon Employee Voice is not just a survey—it’s a tool to gauge how people are feeling in real time.
- The platform is beyond anything else happening in the industry.
- Leaders have the insights they need to better support their teams.
How Workday Peakon Employee Voice helped improve employee experience.
- Get real-time feedback and actionable insights. Once WASH moved to a weekly cadence with Workday Peakon Employee Voice, it was able to really see how employees were feeling, and identify what topics needed to be addressed, as well as where to start.
- Increase participation and two-way collaboration. After turning on the conversations feature, comments change from primarily complaints to constructive feedback. Responding to feedback has also increased participation.
- Highlight the value of engagement to senior leaders. The CEO at WASH is standing by Workday Peakon Employee Voice. It’s something the company will continue to invest in, and something that WASH executives have started reporting regularly about to the board of directors.