At the core of Chorus is a story of connection. Connecting people with business opportunities so they can be armchair entrepreneurs. Connecting children to great educational tools that give them a chance to learn. And connecting colleagues from any boardroom in the world in a matter of seconds. Chorus recognised that in order to create those connections for its customers, the company first needed to create strong connections with its people. And that started with prioritising the health and wellbeing of its employees.
We fundamentally believe commitment to health and wellbeing is one of the key enablers for our business performance.
Chief People Officer
Challenge: Getting buy-in for a wellbeing transformation.
Chorus embarked on a three-year cultural transformation programme that aimed to raise awareness about mental health and wellbeing to improve engagement and business performance. However, the team knew that in order to create a wellbeing programme that was going to transform the organisation, it needed support and buy-in from the leadership team. And to do that, it needed to measure impact. “Boards and executive teams want to know return on investment, they want to know the difference that it’s making”, says the Chief People Officer. “We needed a tool that was best in class and relevant to the New Zealand market, but also enabled us to be globally benchmarked.”
Solution: Linking wellbeing and business performance through intelligent listening.
The Chorus team implemented Workday Peakon Employee Voice in order to address a number of key areas, including:
Workday Peakon Employee Voice captures real-time feedback across the organisation using intelligent listening technology, and then delivers insights that correlate employee engagement with diversity, equity and inclusion (DE&I) metrics, as well as business KPIs – allowing the organisation to make more informed decisions.
Diversity, equity and inclusion.
Workday Peakon Employee Voice also provides a holistic view of DE&I data that reflects employees’ unique experiences.
Growth and development.
Chorus is able to drive ongoing employee growth and development at all levels of the organisation through continuous performance feedback provided by Workday Peakon Employee Voice.
In the two years since implementing Workday Peakon Employee Voice, the Chorus team has witnessed fundamental changes in the way wellbeing is perceived and managed within the organisation. And this has had a dramatic impact on its team and the business. “Workday Peakon Employee Voice has brought cultural engagement to the forefront”, Shaun explains. “It allows leaders to track engagement from a team level; but most importantly, it allows the board and executive team to track overall engagement because it’s engagement that drives culture, and it’s culture that drives business performance.”
The real-time insights on the engagement and culture of the organisation provided by Workday Peakon Employee Voice have been hugely successful in driving business performance.
Chief People Officer
Raising more than engagement: business performance skyrockets.
The Chief People Officer says that these changes have not only had a positive impact on Chorus’ people, but they’ve also had a direct impact on business performance.
Not just a tool for HR.
One of the key features the Chief People Officer calls out is the user-friendly interface and intuitive nature of Workday Peakon Employee Voice. This has helped drive adoption and enthusiasm across the business. “The fundamental difference with Workday Peakon Employee Voice is that it’s not just a tool for HR”, the Chief People Officer explains. “Our whole organisation has embraced it as a way to drive engagement and culture change. It’s intuitive, it’s simple and it’s really easy to use. It’s a really well-loved tool.”
Effortless, time-saving and accurate reporting.
When it comes to creating board papers, Workday Peakon Employee Voice has helped save a significant amount of time that would have otherwise been spent creating customised reports. It also gives the Chief People Officer confidence that their leadership team is accessing the most relevant, up-to-date information. “It’s simplified my board paper process because I now just showcase the dashboard in real time”, they said. “Immediately after the results have closed out, we’re able to showcase to the board a whole raft of rich information about how engagement is tracking at Chorus.”
For the Chief People Officer and their team, there’s no doubt that an increased focus on wellbeing has paid off. All the same, some external validation is always welcome. Chorus’ wellbeing programme was awarded “Best Health and Wellbeing Programme” at the 2020 HRD Awards New Zealand. Chorus has also ranked in the top 5% of global benchmarks within Workday Peakon Employee Voice, which uses data points from over 160 million unique surveys to measure progress and performance.