In HR analytics, we speak a lot about integration and alignment: of our HR (and beyond) systems, of data in our HR strategy, and of our HR strategy with our broader business strategy. One example we don’t often speak of is aligning our HR survey data and survey strategy. Doing this the right way will set your organization up to reap the advantages of alignment. This article will outline these advantages and how you can incorporate them into your work.
The traditional HR surveys are typically targeted and topic-specific (e.g. onboarding, engagement, exit). Our tendency may be to think of them as isolated opportunities to collect data. When there is overlap in content, it is not always a deliberate product of our survey strategy. It’s by maintaining this rather narrow perspective about our surveys that we may miss numerous critical opportunities to capture quick pulses of specific items throughout the employee lifecycle, in surveys we didn’t previously see as vehicles for these items.
Why aligned pulses are so important
These aligned pulses are important for several reasons. For starters, HR analytics is moving towards a continuous listening paradigm. In its extreme form, continuous listening means “always listening”, which not all organizations are prepared for both in terms of enablement or principle.