Building credibility with stakeholders in the employee engagement process
Understanding both successes and failures to refine future presentations
Transforming results into reactive action by leadership
Incorporating engagement research into company culture
Outlining the steps to achieving phase four of the analytics maturity curve - predictive
For survey research of any type, success is measured by the ability to turn results into action. When it comes to employee engagement research, the stakes are high — and turning results into meaningful action is a process most effectively led by the organization’s leaders.
Over the past two years, Dropbox has successfully navigated through three of the four phases of the analytics maturity curve to build an employee engagement process that is ingrained in the culture. Through reinforcement and an intentional approach, Dropbox’s journey has progressed from passive (“What is employee engagement?” and “What do we test?”) to aware (“How do we compare to our industry competitors?”) to reactive (“How do we move the needle up X points?”). Much of this progress can be attributed to evolving the presentation of results to leaders into a digestible and actionable format that spurs timely and meaningful action.
