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All of these can be tailored to your organisation, context, and goals.
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Listening groups aim to explore sentiment and experiences within staff cohorts in an open and organic manner. This makes them an excellent tool for understanding emotive or tense topics from the employee perspective.
Focus groups are typically more structured research methods, designed to gather data, insights, and opinions on a particular topic.
Some of the questions I can help you answer:
Audience: Network Members
What is the attitude toward the current state of the Network/ERG?
Is the Network/ERG currently fulfilling its purpose, in the opinion of its members?
What would members like to see done differently?
What would members like the Network/ERG’s priorities to be?
Do marginalised staff feel trust in your organisation’s inclusion work?
Audience: Network Leads
How supported does the Network/ERG feel within the organisation?
What additional support do they need to fulfil their purpose and contribute toward organisational inclusion?
Is the structure of the Network/ERG fit for purpose and working well?
Are organisational leadership teams working well with Networks/ERGs and showing understanding of their benefits?
Audience: Leadership Teams
Is there sufficient understanding of, and buy-in to, the mission and purpose of Networks/ERGs?
Are organisational leaders utilising Networks/ERGs effectively?
Do Networks/ERGs have sufficient sponsorship to make change and fulfil their purpose?
Are Networks/ERGs currently aligned with the vision and strategic goals of the organisation?
Over the past few years we have seen an increase in global events that impact upon employee wellbeing in the workplace. From far-right riots and Black Lives Matter to anti-trans legislation and the MeToo movement, things that happen in the world around us have a huge impact on our ability to be productive, engaged staff members.
Handling these events well and supporting staff to thrive within tumultuous global environments is essential to building and maintaining a culture of trust and compassion.
Incident response strategy
Having a well-considered strategy for responding to global events is essential to a timely and effective response.
Working collaboratively with you to fully understand your context and culture, I can facilitate the development of response strategies, enable open and productive conversations with affected staff, and help you to produce statements and guidance from leadership teams.
In this way, we can recognise and affirm employees’ human responses to the world around us. This ensures that they are supported to fulfil their roles while being practically reassured that their organisation cares about their wellbeing and experiences.
If you are having difficulty designing employee experience surveys, or getting sufficient responses, it can be helpful to have some outside input.
Where there is low trust in an organisation or low belief that surveys will result in tangible change, it can be impossible to collect the data you need to improve. “Survey fatigue” reduces completion rates, especially when the surveys are viewed as similar to previous ones.
Employees are more likely to complete surveys sent by external bodies, as the commissioning of these surveys demonstrates organisational investment in understanding employee experience.
Together we can build surveys that give you the data you need to inform your next steps. I can help you design, distribute, and analyse data from these surveys, and, importantly, help you produce and execute action plans to address the issues that have been raised. This follow-through is essential to developing higher organisational trust, and a key element of the survey process.
Listening groups aim to explore sentiment and experiences within staff cohorts in an open and organic manner. This makes them an excellent tool for understanding emotive or tense topics from the employee perspective, and for identifying underlying issues which need to be fixed to build an inclusive culture. As an experienced facilitator, I am able to stimulate productive conversation to get to the bottom of these issues, providing a safer space rooted in transparency, empathy, and compassion.
Focus groups are a more structured research method, designed to gather data, insights, and opinions on a particular topic. They are an excellent tool to use when you already have some idea of what problems are being experienced, but need more information or direction to fix them.
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