How two enterprise companies use engagement surveys to put culture first
Creating an environment for employees to share feedback is an important component of building a culture first company.
For Universal Music Group and Journeys, launching a global employee survey was top priority when it came to enhancing the employee experience. They wanted to set the groundwork for continued success as they evolve.
On May 17, we invite you to join Craig Forman, Senior People Scientist at Culture Amp as he moderates a fireside chat with Maribel Hines, Vice President - Talent & Organization Development at Universal Music Group and Andrea Reyes, Director of Field Training at Journeys.
Whether you’re looking to launch your first survey or strategizing how to improve upon the next - you'll learn how these two leading organizations put culture first.
You'll walk away learning:
- What UMG and Journeys evaluated when deciding to launch a global survey
- How they prepared for and overcame unexpected challenges
- How they rolled out results to managers and leaders
- What actions UMG and Journeys took post survey
RecordedMay 17 201861 mins
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Kevin Campbell, Senior People Scientist at Culture Amp
The traditional approach to performance management isn’t working, with as many as 95% of managers dissatisfied with their organization's performance management system, and 90% of HR leaders believing their system does not deliver accurate information about employee performance.
If you feel like your approach to performance management needs improvement, but you don’t know where to start, you’re not alone. Performance Management systems have, on average, a negative sixty (-60) Net Promoter Score (that is even worse than low fare airlines and cable companies). Yet, effective performance management not only has a positive impact on employee engagement, motivation and productivity, but also allows your organization to align individual performance with strategic business goals, driving the overall productivity and profitability of your company. Join Culture Amp’s Senior People Scientist Kevin Campbell as he discusses why so many organizations are reevaluating and revamping their approach to performance. We will also provide insights to help you recreate (or create) a better approach to performance management at your company.
Fiona Scullion, Lead People Scientist, Culture Amp, Tristram Gray, Chief People and Capability Officer, Kmart
Tune into this webinar event, where you will learn how Kmart is turning their people and culture strategy into a competitive advantage.
Hosted by Kmart Group Chief People & Capability Officer, Tristram Gray, and Culture Amp Lead People Scientist, Fiona Scullion, you will hear first hand how engagement and belonging is continuing to grow amongst their mainly dispersed and casual workforce.
Join and you will learn:
- The ever changing landscape of retail and its impact on HR
- How employee feedback is creating a culture of engagement for dispersed and casual workers
- The ROI of an engagement strategy in the retail industry
- How you can get started on your employee feedback journey
Steven Huang, Sahra Kaboli-Nejad, and Delijeh Snyder
Let's talk about bias - and how this still exists in performance management.
Unfortunately, bias exists in performance management and is perpetuated by particular systems and approaches used to monitor performance.
During this webinar, we'll spend the first 30 minutes with Culture Amp Head of Diversity and Inclusion, Steven Huang + Sr. People Scientist, Sahra Kaboli-Nejad + Director of Brand & Content, Delijeh Snyder as they lay the framework for this important discussion. Then, they will participate in a live roundtable discussion answering questions from our audience members.
During this 1-hr webinar, you will learn:
- Risks of bias & its impact on your workforce
- Which groups are most at risk
- How to mitigate bias in your performance management
- New research around gender bias in peer review feedback
Building an engaging workplace that positively impacts your business can seem like a daunting task. Luckily, creating an engaged workforce doesn’t require breaking the bank.
Often times, companies think that in order to create and sustain an engaged workforce they need to shower their employees with lavish perks. In other instances, people feel like a great deal of time and resources are needed in order to take meaningful action. However, in most cases, the greatest impact comes from small tweaks that require little time and virtually no money.
Join Culture Amp’s Senior People Scientist, Kevin Campbell, and Internal Culture Enablement Lead, Josh Berman, for a discussion on how small actions can achieve your employee engagement and overall business goals.
During the webinar you’ll hear how to:
-Begin with business outcomes in mind. How to frame business goals through the lens of employee engagement from the very start of the process.
-Make employee engagement a shared responsibility that’s owned at every level. Create a culture that doesn’t see engagement as extra work, but part of how the day-to-day work gets done.
-Enable low-cost or no-cost micro-interventions that bolster engagement, retain top performers, boost business outcomes, and drive employee performance.
Melissa Paris - Senior People Scientist, Culture Amp; Chris Platts - Founder & CEO, ThriveMap
Companies are doing more than ever to hire the best talent, and retain their employees. Yet, research consistently shows one of the key reasons employees leave an organisation, particularly within the first year, is set before they even begin. The candidate and new starter journey, and whether expectations meet reality, have lasting impacts on engagement, retention, and business performance. Here, we’ll explore the impacts of the candidate and onboarding experience, pitfalls to avoid, and how companies have connected the dots between the candidate and employee journey to drive business results.
Changes to the UK Corporate Governance Code, issued by the FRC, for private companies now requires businesses to report on purpose, culture and employee engagement. This webinar, in partner with Emperor, will explore the new regulations and reporting requirements, the role of the board and how they demonstrate how culture is aligned with its purpose, values and strategy. Finally, we will share how you can use employee feedback to support the Corporate Governance Code to ensure you give your workforce a voice on the board.
At Culture Amp, we believe that creating positive change in organisations requires creating positive change in individuals. With our Performance, Engagement, and Experience platform, leaders can, for the first time, combine individual, team, and organisational feedback to not only identify high performing and high potential individuals, but also to pinpoint what is driving this performance, how it impacts their teams, and how to replicate this across the rest of the organisation.
Hosted by a Culture Amp People Scientist, this webinar will discuss:
- Why and who should should care about performance management
- The difference between measurement and development
- How Culture First organisations approach performance management
Bobby Melloy, Senior People Scientist, Culture Amp
Mergers & acquisitions are a time of uncertainty for employees, managers, and leadership on both sides of the table. In fact, over half of mergers and acquisitions fail, and the most common reason is the human factor. Acquiring leadership may feel in the dark about the culture they are gaining, and unsure whether they’ll retain employees after the transition. There can also be cultural differences, employee politics, and ineffective communication. Knowing exactly what will happen to your own company culture during the process is nearly impossible.
Organizations should consider the human factor just as important as any synergy, viability, or feasibility score. During this webinar, Dr. Bobby Melloy, Senior People Scientist at Culture Amp will discuss how to manage culture during mergers & acquisitions.
You will learn:
-Why culture matters during M&A
-Managing culture during each phase of an M&A such as target screening and due diligence
-Actions for prioritizing culture during the integration period
-The positive impact of post-integration employee surveys
Jess Brook - Senior People Science; Bailey Edgell - Senior Customer Success; Gabriela Matias - Go Cardless
Diversity and Inclusion are not new concepts, but as we look to an increasingly intersectional future, many growing businesses are considering their approach.
Some Diversity and Inclusion strategies sound great but are harder, in reality, to implement and many just feel like 'checking the box'. This is a new field full of challenges, so embedding D&I in your culture's architecture early on will ensure your organization has a diverse and inclusive culture as you grow.
This instalment brings research and customer experience together to look at ways Culture First organisations make D&I an important pillar in their organisational culture.
Jessica Brook - Culture Amp, Matt Grimshaw - The Pioneers, Chantal Wilson - Honest Burger
Rapid growth inevitably means more people - which almost always means more managers. Ideally these managers bring a depth of experience from within the company, when processes and systems aren’t yet codified - these managers are the glue to how things work. With this in mind, many companies choose to promote from within. We know that managers are crucial to business success, so how do you set your managers up to succeed?
Join us, The Pioneers and Chantal Wilson, Head of People from Honest Burger where we will explore questions, such as:
- To promote or not to promote? Challenges, risks and rewards.
- How to grow effective managers?
- How to use employee feedback to amplify manager capability?
Culture is the biggest lever that any organization has to drive performance. Employees want to feel understood and valued as human beings while also being empowered and supported by leaders in their organization. Leaders who intentionally design, invest in, and prioritize their organization’s culture tend to experience an improvement in financial performance and customer satisfaction. We call this being “Culture First”.
What does being Culture First mean to you and your organization? In this session, Culture Amp’s Chief People Officer, Golbie Kamarei will share strategies and insights on how to harness collective intelligence, data, mindfulness, company values, leadership and performance management to impact company culture, one human at a time.
Jess Brannigan - Senior People Scientist, Culture Amp
Performance management is often thought of as an organisation-wide strategy and process, but ultimately it’s the individual employees who are both most impacted by its implementation, and crucially, most fundamental in driving successful adoption. In this webinar, we will examine how organisations can think about their approach from the employee perspective, and how they can best help individuals to make the most from performance management processes and conversations to develop themselves and their careers.
Jess Brook - D&I Lead, Senior People Science, Culture Amp
Managers are a critical part of raising the standard of performance management at your organisation, but are we setting managers up to successfully guide their employees through the performance management process? Join this session to hear how to make sure these conversations are having the right impact. We’ll cover how to:
- Introduce a ‘growth mindset’ and decouple development and performance conversations
- Help managers avoid biases in writing performance reviews
- Set your managers and teams up for success through concepts of alignment, transparency, ownership and commitment
Melissa Paris - Senior People Scientist, Culture Amp
The traditional approach to performance management isn’t working, with as many as 95% of managers dissatisfied with their organisation's performance management system, and 90% of HR leaders believing their system does not deliver accurate information about employee performance. Yet, effective performance management not only has a positive impact on employee engagement, motivation and productivity, but also allows your organisation to align individual performance with strategic business goals, driving the overall productivity and profitability of your company. Here, we’ll discuss how to build (or re-build) performance management to align to your business strategy, how to brand this strategy to gain employee buy-in, and how other Culture First companies have approached performance measurement and employee development to drive business success.
There’s a certain alchemy that happens on a small team: friendships are forged, trust is shored up, and communication feels incredibly organic. But as teams and organizations grow rapidly, that small-team culture and collaboration can easily fade.
While change is inevitable, disaster is not. During this one-hour webinar with panelists from Culture Amp, Donut, Etsy, and Managed by Q will discuss how to avoid the pitfalls of hyper-growth and preserve that sense of small-team trust.
- How to set cultural norms and values for both tenured employees and new ones
- Programming and feedback collection that help build trust and collaboration
- Wins and fails from real teams
Meet the panelists:
Moderator: Jeanne Donaghy, Lead Customer Success Coach at Culture Amp
Panelists: Dan Manian, Cofounder and CEO of Donut
Wendy Robison, Head of Global Learning & Engagement at Etsy
Sam Celli, HR Business Partner at Managed by Q
James Hampton Head of Development and Engagement Seasalt Cornwall, Joe Hopkins Customer Success Coach Culture Amp
Leadership is regularly highlighted as a primary factor in employee engagement, but are we really getting this part of the jigsaw right?
Seasalt Cornwall has experienced rapid growth in the retail sector over the last few years. It also buck’s the recent trend on the high street and while others are closing Seasalt is opening.
This insightful webinar will introduce you to Seasalt Cornwall’s approach to leadership, how this and a number of other people interventions are driving their engagement in store, in its distribution centre and head office and how this is leading to high street success.
Melissa Paris - People Scientist, Culture Amp; Georgina Reeves-Saad - Employee Engagement & Experience Lead, British Council
Keeping up with the changing world of work is critical to business success, yet still - 70% of change initiatives fail to achieve their goals. From agile and digital transformations, to mergers and acquisitions, evidence increasingly demonstrates the critical role of culture in successful organisational change. Here, we’ll explore the impact of culture on the success of organisational transformation, how companies have acted on people and culture data to drive success through change, and hear how British Council have used employee experience data to drive effective change.
Are you collecting employee feedback, but struggling to make any sense of the data to take action?
Join Culture Amp for a three episode webinar series that will show you how to take action on all things people and culture. In the last episode, you will hear from People Scientist Kristina Dorniak-Wall to explore one element central to making change throughout your organisations - that being your people.
You will learn:
- How to enable individuals to take action on their own development
- How assess the effectiveness of individuals, teams and managers
-How to enable a workforce of high performers with Culture Amp performance
Jennifer Cullen - VP of People Science, David Ostberg - Director, People Science (Perform)
Nearly 95 percent of managers are dissatisfied with how their company approaches performance reviews, and 90 percent of HR leaders believe their performance management system doesn’t deliver accurate information about employee performance.
It’s no wonder that companies everywhere are looking for a better way to evaluate employee performance.
Join us on Wednesday, June 12th, for an interactive webinar with experts, Culture Amp’s VP of People Science, Jennifer Cullen and Director of Performance, David Ostberg.
You’ll come away learning:
- Which stakeholders are involved in performance management
- Why we need effective performance management
- The science of performance
- How to rebuild and rebrand your performance management process
How two enterprise companies use engagement surveys to put culture firstCraig Forman, Senior People Scientist; Andrea Reyes, Director of Field Training, Journeys; and Maribel Hines, Vice President[[ webcastStartDate * 1000 | amDateFormat: 'MMM D YYYY h:mm a' ]]61 mins