Feedback from your supervisors and hiring managers is crucial to gaining a well-rounded understanding of the employee experience at your organization and how it is impacting business outcomes.
A new survey from Global Web Index and Vimeo finds a disconnect between how high-level executives feel about engagement and the view of their employees. One finding: 44% of senior executives are “completely confident” that their companies can maintain employee engagement during the pandemic. Yet only 25% of their employees agree. Similarly, 41% of high-level execs are “completely confident” that they can provide adequate training and development for employees during the Covid-19 pandemic. However, only 30% of HR professionals surveyed agree.
But good engagement does not have to be a casualty of the pandemic.
You can double down on your communication. SkillSurvey Post-hire helps you boost employee engagement with feedback on your candidate hiring experience, onboarding experience and continued engagement during and beyond the first 30/60/90+ days. And with our January release, you can check in with hiring managers and supervisors and compare it with the feedback you’re getting from your job candidates and employees. If you are using SkillSurvey Reference, you can also study cause and effect by cross referencing post-hire supervisor feedback with pre-hire data from the reference check, all the way through to exit.
The Supervisor Workflow in SkillSurvey Post-HireTM
By incorporating supervisor feedback into your Post-Hire analytics, you will be able to hone into areas of opportunity for yielding better hiring, engagement and retention outcomes.
Supervisor Feedback on Recruiting: Whether you use an external staffing partner or an internal talent acquisition team to fill your open positions, gain invaluable feedback from your supervisors after they hire a new employee. Pinpoint strengths and opportunities in your recruiting process from the supervisor’s perspective.
- Do they feel their job requirements were accurately understood?
- Did they receive resumes of qualified candidates in a short period of time?
- Did they receive detailed information on the candidate prior to an interview?
Gain a deeper understanding of how effectively your talent acquisition and recruiting teams are meeting internal KPIs. (You can learn more in this blog about why hiring manager feedback should be among your top recruiting metrics.)
Supervisor Feedback on Employee: Beginning 90 days after the hire date of a new employee and continuing throughout their tenure, gain invaluable feedback on the work-based strengths and opportunities of your employees from the perspective of their supervisor.
- How well is the employee meeting job expectations set at the time of hire?
- Would the supervisor hire this employee again?
- Based on work behaviors to date, is the employee a top, average or below average performer?
- How satisfied is the supervisor with their employees’ performance?
Involuntary Exit Feedback: When an employee is involuntarily terminated, gather critical insights and feedback from their supervisor on the work-based behaviors of the employee prior to termination.
- Learn how satisfied the supervisor was with their employee’s overall job performance.
- Identify the work-based behaviors that the employee was lacking, to better understand possible impacts on termination.
The goal is to ensure you’re creating processes to hire the best and set up all future new employees to achieve maximum success.
- Pinpoint any onboarding and training gaps that need to be addressed.
- Early tenure data from both new employees and their supervisors gives you the foundation you need to build the right talent management strategies for your organization. Make a practice of surveying 30-,60-, and 90-days out.
- Use exit interview data to identify gaps and reduce turnover rates.
The rewards are great. Our blog post on Employee Engagement: The ROI of Measuring the Post-Hire Employee Lifecycle shares data from Gallup how business units who scored high in employee engagement outcomes “more than double their odds of success” compared with business units in the bottom quartile.
The link between supervisors and employee engagement
Supervisors and managers play a key role in boosting employee engagement on several levels. First, managers who acknowledge an employee’s positive traits and performance drive high engagement levels. Another Gallup study found that managers who focus on employee strengths are:
30 times more likely to supervise actively engaged workers versus managers who don’t give feedback.
One-third likelier to manage actively engaged employees compared with managers who focus on workers’ weaknesses.
In addition, surveying managers’ and supervisors’ satisfaction levels can boost employee engagement levels. “The engagement of managers is critical because they set the tone for the engagement of the people who report to them—managers affect 70% of the variance in team engagement,” says Gallup in its October report. “They are responsible for keeping employees informed about what is going on in the organization, setting priorities, and providing ongoing feedback and accountability.”
Rely on Technology & Science to Improve Engagement
Because surveying employees and managers is so critical to good engagement and improved outcomes, you should use scientifically designed questions. They’re customized for each phase of the employment lifecycle. Science-based questions eliminate worry about perceptions of bias. Plus, they’re designed to garner the answers you need to help fine-tune engagement strategies and tactics for each one of those areas.
Make collecting, organizing and analyzing your data automated and convenient. SkillSurvey Post-HireTM consolidates recruiting, onboarding, engagement and exit interview data all in one online platform. The surveys are created by I/O psychologists and provide real-time data that’s accessible 24/7 from any device. The information spotlights trends across divisions, departments, supervisors and more. Learn more in this on demand webinar.