Stuart Logan has spent 20 years working in senior HR positions for companies such as Cisco and Tata Communications and is currently managing director of HR Technology at BNY Mellon. Over the course of his career, Stuart has seen the approach that companies take toward people management shift dramatically. These days, companies understand that putting people first is the best way to ensure strong business performance and satisfied customers.
For Stuart, the challenge is finding the right tools and technology that can support employee engagement throughout an organisation. It was in Stuart’s previous role as chief human resources officer at SoftServe that Stuart first discovered Workday Peakon Employee Voice.
As a result of implementing Workday, Stuart's team was able to improve engagement by 40 eNPS points, and reduce attrition by 6 percent over two years. In Stuart’s own words, “We had an impact on everything we focused on as a leadership team within one, two or three quarters at most.”
Driving engagement through senior leadership and managers.
One of the big questions most management teams have is about business strategy. Do you put customers first and then work your way back? Or do you put your people first and work your way forward? The conclusion was that without good people, you don’t have a good company – and if you don’t have a good company, you don’t have happy customers.
This is why a people-first strategy is so important. The best companies out there have the best managers and the best leaders. Ultimately, the more insights you can provide to people leaders, the better they can perform and the better they can impact employee engagement in their teams. What you need to do as an HR professional is empower leaders.
There were two reasons for choosing Workday Peakon Employee Voice. The first was how easy it was to analyse employee feedback and present that to senior leadership, which helped to prove that certain actions needed to be taken.
The platform also gave HR business partners a way to start conversations about employee engagement and set actions at the managerial level. This allows for a more comprehensive approach to engagement, combining the top-down executive agenda with bottom-up manager actions.
As a result of this dual-pronged approach, employee engagement scores have increased by more than 30 eNPS points across the organisation.
Workday Peakon Employee Voice also gave HR business partners a way to start conversations about employee engagement and set actions at the managerial level.
Implementing Workday Peakon Employee Voice with ease.
Working with the Workday Peakon Employee Voice team is like working with an agile development team where everyone is trying to maximise the value they provide to the organisation and come up with collaborative ways to solve specific business problems.
The relationship feels like working with a partner, not a software provider. It was really easy for people across the business to integrate the platform into their daily workflow. It required very little adoption drive from HR because leadership, managers and employees were able to understand the value straight away.
It was really easy for people across the business to integrate the platform into their daily workflow, and very little adoption drive required from HR.
Using Workday insights to increase employee retention.
Working with traditional engagement surveys often requires a long period of time between the end of a survey and actually getting the results. As a leader, you are often waiting in anticipation, and wondering what insights are going to be available. The wait can be frustrating, but with Workday Peakon Employee Voice you can start to see results as soon as employees have submitted their survey.
The level of insights you receive are also much more nuanced than traditional methods. One of the best things about Workday Peakon Employee Voice is the text analysis feature. If you’ve worked with traditional surveys, then it’s more than likely you’ve had to go through all of your comments manually in an Excel sheet and attribute each of them to a specific topic. It is incredibly time-consuming, and it can be easy to miss certain themes that appear across hundreds of individual comments.
Thankfully, Workday Peakon Employee Voice does all of that automatically, which frees up more of the HR team’s time to focus on solutions. A recent analysis of attrition rates over the previous 20 months showed that when Workday Peakon Employee Voice was rolled out across the organisation, employee turnover also started to decrease.
Workday Peakon Employee Voice provided targeted insights, including the need for more direct and frequent conversations with employees regarding pay, and the need to improve benefits packages in certain locations. These insights played a key part in reducing attrition by 5 percent over that 20-month period.
Workday Peakon Employee Voice provided targeted insights – and from this, we were able to implement initiatives and update our policies.
Choosing a “best of breed” partner for employee engagement.
Workday Peakon Employee Voice has helped to prove the value of employee engagement to senior leaders, challenged long-held assumptions, and made it easier to take an evidence-based approach to HR decisions. Speaking as a CHRO, Workday Peakon Employee Voice really is “best of breed” in the employee engagement space.