Converge Consulting Group Inc announces that Canadian trade mark protection has just been awarded to Voice of the Employee. This will help give HR professionals in industry and government a clear alternative to the use of statistical significance junk science in employee engagement surveys. <Full News Release>
Voice of the Employee is now recognized by the Quality Council of Alberta as meeting their Gold Standard in Employee Research. These are the toughest, most rigorous standards in the industry.
Check their standards out for yourself and so if you don’t agree.
Meanwhile, companies using VoE are eligible to display the QCA Gold Standard for Employee Research on the corporate websites and related communications media.
Voice of the Employee (VoE) is a comprehensive system of gathering and analyzing employee feedback information. Comprehensive because it uses all sources of employee interaction data (such as performance reviews), internal communications sites, call centre data, 360 feedback and of course, survey research.
Most important, unlike traditional survey or polling research identifying statistically significant results, VoE is an analytic research methodology identifying the few critical factors that really matter to your people, driving both behavior and results. This is real world or material significance – those things making a difference to our people and our business in the real world.
identifying what is really important ( material significance) rather than what is statistically significant,
driving rational, productive action in the enterprise,
increased transparency and confidence in results,
improved HR and managerial credibility, and
all the benefits of just getting it right.
A special section of the Backgrounder entitled Employee Research Snake Oil: A statistical explanation for non-statisticians and why HR should care details how statistical science is manipulated and misrepresented in traditional employee research, corrupting the information and producing management action that does more harm than good. If you are interested in knowing precisely how the con of traditional employee survey research works and plays out in organizations, this will interest you.
Being labelled one of the Best Companies to Work For is great public and employee relations. It is also bad management.
It’s a sign the company is more concerned with image than with reality. That’s not a good thing for employees or the company because it means the company will sacrifice real and meaningful improvements to the working environment, in favor of a positive press release.
Most of your employees see through the public relations spin. The disconnect between what employees experience and the stellar performance implied by being one of the Best Companies to Work For, does not cause employees to suddenly change their experience or opinion. It does, however, cause them to question the credibility of the executive team and of HR.
Why does the disconnect occur? Here are three big reasons. Read More