In this workshop we will focus on how organizations, large and small, can use data from employee surveys across the workforce lifecycle to influence leadership and front-line manager action through an employee listening program. Essentially, how can companies use data to enact effective actions for sustainable results in their organizations.
We will first outline the key considerations for how to implement an effective employee listening strategy. This will include considerations of company size, company culture, frequency of employee feedback, and ability to action on feedback effectively. Next we will discuss best practices on interpreting employee feedback data. Examples will be given in interpreting results through different demographic lenses. For example, commonly there is a difference in levels of satisfaction with key elements of the employee experience and front line employees compared to management and leadership. There are also some typical cultural trends that can affect data that are collected across different parts of the globe.
Going from listening to action we will discuss how to dig deeper into ambiguous results by doing root cause analyses and communicating the key results takeaways to the larger workforce. The toughest work here is taking these results and enacting plans for change and empowering your workforce to carry out effective process improvements. A specific focus here will be not only on engaging leadership, but also coaching the front-line leaders (supervisors) on reviewing and communicating their results to formulate actions. Without this population on board change management efforts can falter and can be one of the most difficult tasks for HR professionals to get buy-in and be successful.
What are the key priorities you should focus on? How many should you focus on? What will make the greatest impact for the least investment? How will you and others enact this change? Through leadership, communication, training, etc.? How will you know if you have been effective? Our workshop will share the best practices in how to effectively carry out actions for effective organization development.
At this program you will learn:
Brandon’s deep areas of expertise are in employee engagement and employee selection. His passion is to help businesses grow and develop through their people by helping leaders 1) build their organization through hiring the right people, 2) the sustained development of the workforce, 3) and building better, high performing organizations through employee listening strategies.
Prior to launching WLA, Brandon worked for Willis Towers Watson, IBM, Kenexa, and Batrus Hollweg International.
Education and Credentials
B.A, Psychology, University of North Texas
M.A., Industrial Organizational Psychology, University of Tulsa
Brandon is also a member of the Society for Industrial and Organizational Psychology (SIOP), Society of Human Resource Management (SHRM), DallasHR (Dallas SHRM Chapter), as well as an active researcher in the academic community participating in conferences and studies contributing to the scientific community.
TAHRA is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. This program is valid for 1.00 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This Program has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
The use of this official seal confirms that this Activity has met HR Certification Institute's criteria for recertification credit pre-approval.