Identify the causes

Take some time to understand why employees might be feeling disengaged. Ask yourself these questions:

1. Have there been any organizational changes such as:

• Redundancies or pay cuts?
• Work environment changes?
• Mergers or acquisitions?

2. How engaged are your managers with Workday Peakon Employee Voice?

• Are they consistently logging in to Workday Peakon Employee Voice after each survey round?
• Are they making use of the dashboard-sharing feature and interacting with comments?

3. Do your employees feel heard?

• Are you reporting results back to your employees and taking actions to drive change? 
• If so, how are you measuring this? Is it done at a team or functional level or company-wide?

Top focus areas to improve your engagement score

Workday Peakon Employee Voice highlights drivers that are strengths for your team and suggest drivers that need improvement. These drivers, referred to as focus areas, are calculated based on the impacts that a specific driver has on overall engagement. 

As per our Creating a Highly Engaged Organization Report, the graph below highlights the drivers most commonly recommended by Workday Peakon Employee Voice for low-scoring companies. 

Engagement drivers suggested as focus areas for low-scoring companies in Workday Peakon Employee Voice:

Less engaged organizations see a higher rate of comments for the drivers highlighted in the table. When compared with more engaged organizations, our analysis shows comments per employee is 21% higher for strategy, 16% higher for organizational fit, 14% higher for reward, and 7% higher for growth. See more details below.

What differentiates organizations in the top 25%?
When we compare engagement driver scores, we can see that the top 25% of organizations excel in 3 areas: Strategy, Reward, and Workload. 

The most impactful actions are tied to Organizational Fit and Accomplishment drivers. After performing an action relevant to these drivers, scores increased on average by 0.8.

What has your experience been?
Are the drivers the same in your organization? What kinds of actions have you taken? Your peers want to hear from you! Join the discussion, ask questions, and share ideas in our Workday Community group. 

Steps to increase your engagement score

1. Identify focus areas:

• Use Workday Peakon Employee Voice suggested focus areas as guidance.
• If no focus areas are visible, view all drivers and sort by Score and by Difference to benchmark to focus your efforts.
• Focusing on drivers that have a high impact according to the impact circles that display on your drivers can help you increase engagement most effectively. 

2. Analyze segmentation data:

• Use the heat map to see which segments of your business need the most immediate attention. 
• Identify if there are any drivers where particular segments are highly engaged. Ask managers of that segment to share knowledge/best practices on what they have been doing in this area with other managers where engagement is struggling.

3. Master comment analysis:

• As an Administrator, mastering comment analysis is a great way to focus your efforts more strategically. Use the topics and filtering functions to understand further  organizational trends.
• Our Semantic Search feature enables you to search not only for a keyword, but for all comments covering a particular theme. 
• Semantic topics analyze employee comments using Natural Language Processing (NLP) to identify important themes and overall sentiment.

4. Review question sets:

• Have you confirmed that all necessary question sets are enabled? For example, is the Transformation and Change question set enabled if you have recently gone through an organizational change?
• Creating your own custom driver questions can also reveal insights depending on your business needs. 

5. Implement a continuous listening approach:

• There are several advantages to a higher pace of surveys, such as fewer questions, lower chances of survey fatigue, and managers being more engaged within the platform. 

6. Empower your managers:

• If you find your managers are uncomfortable discussing results with their teams, share this guide with them. It includes best practices, such as how to prepare for meeting discussions, and conversation starters.

7. Refresher training:

• Give your managers a refresher on the Peakon 15 method. Based on our experience, in just 15 minutes per survey round, each manager can initiate substantial improvements to their team engagement scores. See inspiration in our Workday Peakon Employee Voice manager guide. 

8. Initiate action items:

• Identify focus areas.
• Use Workday Peakon Employee Voice's suggested focus areas as guidance.
• If no focus areas are visible, view all drivers and sort by Score and by Difference to benchmark to focus your efforts.
• Click your focus areas and use the improve tab to see learning materials, tailored microcourses, and recommended actions specific to your focus areas.

Other Resources

Video Session: Continuous Listening (Survey Frequency)
Deborah Kuness, our Senior Psychologist, shares the evolution of Employee Listening and Surveys. They also discuss how Workday Peakon Employee Voice helps you with a data-driven continuous listening methodology.

Training Resources

The Next Level 
Presentations and publications are designed to bring Workday Peakon Employee Voice features and functionality to life and prepare you for implementation. Join us for live webinars and watch recorded presentations. Review our how-to guides that show Workday in action and give you tips on deploying specific features (all free of charge).

Welcome to Workday Peakon Employee Voice Support
Presentation on key Workday resources available to support your team.

Workday Peakon Employee  Voice Fundamentals - Learn Independent
Subscribe to this paid course to help you understand the basics of Workday Peakon Employee Voice. Learn how to interpret and analyze results, and how to configure security, employee data, attributes, survey questions, and survey schedules.