Return-to-Office Survey
Lowe's
A 3-phase survey to measure employee experience and satisfaction by work designation (fully remote, hybrid, or fully in-office).
About
In order to ensure that the employee population was supported through the transition into a hybrid workplace, we needed to collect feedback on their experiences. This project allowed us to identify areas that to maintain as well as opportunities to create a compelling experience to successfully hire, engage, and retain staff. Additionally, these insights allowed increased understanding regarding the efficacy of business operations under the new hybrid business model.
Challenge
When implementing new business models, it is important to track the employee experience with the new model, and determine where adjustments may be needed.
In an effort to monitor concerns and pain points corporate employees may be facing as they transition their work and lives into a new model, we needed to collect data after they are settled into their new roles. Research shows that employees need and want support throughout this process. Additionally, organizations that seek feedback from their associates regarding their comfort and experience with organizational change have a competitive advantage for hiring and retention.
Action
Due to the changing nature of perceptions with time, it was critical to measure perceptions at 60 days, 120 days, and 180 days post-return. Additionally, as this was a multi-wave return, each survey would be run a total of 2 times on 4 waves of returning employees, for a total of 8 data collection efforts. The 180-day post-return survey was designed to be centered on a topic of interest rooted in feedback the previous 2 phases.
Associated tasks:
-
Collaborating with stakeholders and Subject Matter Experts (SMEs) from CD&I, Communications, Legal, , and others.
-
Item & survey design
-
Survey implementation & maintenance
-
Communication development
-
Data collection & trend analyses
Result
-
improved insights
-
Recommended plan adjustments
-
Streamlined the employee feedback loop from multiple points of contact per employee to 3 per employee
-
Resulted in the relaxing of strict 5-days in-office time for those designated as fully onsite to a minimum requirement of 3-days in-office.
-
Increased employee perceptions of being heard by 20%