Clare Davis ✨ People Continuity Expert ✨’s Post

My Top 3 Lessons from This Year’s Investigations: As the year comes to a close, I’ve been reflecting on the workplace investigations I’ve worked on in 2024. Each case brought new challenges, but also valuable lessons. Here are the top 3 takeaways I’ll carry into 2025: 👉 Preparation is everything. The cases that went smoothly all had one thing in common: a solid plan. 👉 Listening builds trust. Investigations aren’t just about gathering facts—they’re about showing people that their voices matter. 👉 Flexibility is key. No two investigations are alike. When unexpected challenges arise, adaptability is your best tool for staying focused and effective. Want the framework to start 2025 strong? Download it for free here: 🔗 https://lnkd.in/g_RyT2h4 #workplaceinvestigations #hrinvestigations #employeerelations #transformativeinvestigations #hrprofessionals

When you thought anonymous meant ‘𝘤𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘵𝘪𝘢𝘭’ ....but now you’re sweating in the next all-hands meeting.😲 We’ve all been there—getting a little too honest on company surveys and wondering if it was really anonymous… While transparency is key, employees must feel secure in sharing their honest thoughts without repercussions. This is especially so when you're dealing with high employee turnover in your organisation and you want to get down to the root cause.  → If you’re concerned about losing top talent, it's time to uncover the hidden factors driving your people away before it gets out of hand. ✨ 𝗡𝗢𝗩𝗔’𝘀 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝘁𝗶𝗮𝗹 𝗦𝘁𝗮𝗳𝗳 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗔𝘂𝗱𝗶𝘁 goes beyond surface-level surveys to provide a deep, 100% INDEPENDENT AND CONFIDENTIAL analysis of the underlying issues affecting staff retention in your organisation. We identify and address these pain points—while ensuring your team’s feedback stays under wraps. Create a work environment that 𝙣𝙤𝙩 𝙤𝙣𝙡𝙮 𝙖𝙩𝙩𝙧𝙖𝙘𝙩𝙨 𝙩𝙖𝙡𝙚𝙣𝙩𝙨 𝙗𝙪𝙩 𝙠𝙚𝙚𝙥𝙨 𝙩𝙝𝙚𝙢. Interested? Talk to Clare Davis ✨ People Continuity Expert ✨ about our 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝘁𝗶𝗮𝗹 𝗦𝘁𝗮𝗳𝗳 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗔𝘂𝗱𝗶𝘁. ✅ Book a chat today. #businesscontinuity #leadershipdevelopment #managementskills #positiveintelligence #talentretention

To get a better idea of how your team is responding to company culture, workload, and the general direction that you’re moving in, make it a habit to send out anonymous surveys. This gives employees the chance to voice concerns without fear of retribution for being candid. Have you ever been a part of a team that utilized polls and surveys? Do you think that this would be a helpful tool? Rising Tide can help you and your team come together for continuous growth. Contact us today to learn more! #teamwork #alltogether

This Week In Talent: What's your hero metric? Adam Avci talks about a huge pre-holiday to do list, metrics, Gen Z & the creep of workplace surveillance 👀 Read it here: https://lnkd.in/gwh3_aF3 #TWIT #RecruitmentMetrics #TalentAcquisition

ANONYMOUS SURVEYS AT WORK 😬🫣 I thought this was an anonymous survey? . . 💬 Employees face a tough balancing act when filling out anonymous surveys - wanting to speak their truth while fearing repercussions. 😰 The challenge? 😬Check the anonymity policy: Understand how your responses will be handled and stored by clarifying the anonymity policy with HR or the survey administrator. 😬Be cautious with details:Avoid providing highly specific information in open-ended responses to maintain anonymity. 👀Trust but verify. 🕵️♂️ Organizations must establish clear policies to foster trust and transparency, empowering employees to share openly and honestly. . . #anonymous #survey #employeeengagement #leadership #business #trust

In January let’s start on front foot. Let’s do a FREE stock-check on our people. #hrconsultants Do your people….? 1. Actively Participate: Are they contributing ideas in meetings, collaborating effectively, and taking initiative? 2. Commitment to Goals: Do they seem invested in the team’s objectives and demonstrate ownership of their tasks? 3. Positive Attitude: Are they motivated, enthusiastic, and approachable? 4. Responsiveness: Do they communicate promptly and effectively, offering solutions and feedback? 5. Extra Effort: Are they willing to go beyond their basic responsibilities when necessary? You can start a conversation or conduct a survey to gather further insights. If you need any help our blog is handy: https://lnkd.in/eHMxNm6N Steve Smith #employerofchoice #employeesurvey

Why Being Honest in Employee Surveys Could Be the Key to Better Hires 📝💡 Employee surveys are a double-edged sword. They’re designed to provide honest insights, but how often do we hold back, worried about how our feedback might be perceived? 🤔 It’s time to change that mindset. Here’s the truth: being open and candid in surveys doesn’t just help your company improve—it can shape the team around you. By pointing out gaps in leadership, communication, or company culture, you’re providing data that HR and leadership can use to refine hiring processes. 💬🔍 Your honesty may help the organization find candidates who not only meet technical requirements but also contribute to a healthier, more aligned culture. 🤝✨ And yes, honesty takes courage, especially in environments where anonymity feels questionable or criticism isn’t always welcome. 🛑 But here’s the thing: when employees speak up, they signal to their company what really matters. A company that truly values its people will use this feedback to make better hiring and retention decisions. 📊✅ So the next time a survey lands in your inbox, ask yourself: What could change if I’m truthful today? You might just be helping your team—and your future colleagues—thrive. 🚀 Special thanks to @Farbsy on IG for inspiring us to think deeper about this! 🙌 https://lnkd.in/euZq8G5Y https://lnkd.in/ecPXjxkH #EmployeeEngagement #WorkplaceCulture #HonestFeedback #LeadershipMatters #HRInsights #BetterHires

Shape the Future of Work: What Do You Want in 2025? As we head towards 2025, what matters most to you in your work environment? Is it flexibility, a more robust benefits package, or something else entirely? Your voice holds power! Don't let your workplace insights go unheard. Take our short survey and directly influence top employers. We're building a better future of work, and your participation matters. https://lnkd.in/gjTUtR3u We value your privacy. You can choose to remain anonymous while taking the survey. #TalentTrends2025 #FutureOfWork

Glassdoor is a place where employees go to vent, right? You can’t take it seriously because everyone is just venting there, right? It’s unreliable data, right? Wrong. Employees are more than 3 times as likely to give a positive review on Glassdoor than a negative review. It is a remarkably balanced review platform. Are all of your employees giving negative reviews on Glassdoor? That sounds like a you problem, not a Glassdoor problem.

Tying quantitative and qualitative results together and the impact they can have. This is my follow-up to last week's post: https://lnkd.in/eMBcS4Dg When we combine quantitative results with qualitative text responses, we obtain measurable metrics accompanied by a story. As discussed in previous posts, quantitative data provides metrics but lacks a story. Conversely, qualitative data offers a story and emotions but is challenging to quantify independently. Let’s continue with the same example and rate the manager. I ask the employee to rate their manager on a scale of 1-5, with 1 being the worst and 5 being the best. They give their manager a 3. I can follow up with various questions, but let’s start with, “Why did you give your manager a 3?” Employees can express their genuine feelings and experiences to create a story where organizations and consultants can gain valuable insights. A positive rating of 3 indicates that there are positive aspects and areas for improvement. If the employee states that the manager has been great at fulfilling their schedule needs but lacks the knowledge or skills to help them with their job, we now have something to go on. With the quantitative-only approach, we didn't know what the employee was going through based on predetermined themes. If we had this as a qualitative response only, we wouldn't have a lot of sentiment or ways to measure if the manager was improving without looking through all the text responses. There is one caveat with this, what happens if an employee gives a short response? Let's leave the rating as a 3 and the text response is communication. Does this indicate whether the employee is pleased or dissatisfied with their manager’s communication style? If this is a phone interview with a researcher on the other end, they would have the chance to delve deeper and hopefully gain more context about their response. If the interview is conducted online, some programs may request additional clarification or you can include additional language in the follow-up question. Instead of simply asking, “Why did you rate your organization a 3?” try to preface it with, “Please describe in as much detail as possible why you rated the organization a 3.” While some employees may still provide one-word answers, you’re empowering them to offer honest feedback about their experiences. Without this open dialogue, it becomes challenging to make meaningful progress. Come back next week for my next chat on employee retention. #employeeretention #employeeretentionexpert #quantitativedata #quantitativeversusqualitative