Align Technology Elevated the Employee Lifecycle with Dynamic, Real-Time Listening
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Carhartt Achieved Employee Engagement of 85% Through Listening and Action Planning
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Children’s Nebraska Partnered with Perceptyx to Increase Survey Participation and Decrease Time Spent Surveying
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ESAB Improved EX and Boosted Engagement By Acting on Employee Listening
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UC San Diego Health Used Employee Listening to Create a Culture of Psychological Safety
Learn moreAlign Technology Elevated the Employee Lifecycle with Dynamic, Real-Time Listening
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The Organization:
- Align Technology is a global manufacturer of 3D digital scanners and Invisalign clear aligners used in orthodontics with over 21,000 employees worldwide.
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The Challenge:
- Transition from an annual survey model to a more dynamic, real-time engagement strategy that includes consistent global lifecycle surveys and the capability for agile, ad hoc feedback collection.
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The Solution:
- Implemented global employee lifecycle surveys, including exit and a three-part onboarding survey, within the first nine months of partnership with Perceptyx.
- Utilized Perceptyx’s self-service feature to launch customized surveys addressing specific regional and functional needs, moving towards quarterly global pulses to maintain focus on current business priorities.
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The Impact:
- Enhanced HR Business Partner discussions during exit interviews and improved onboarding processes, with plans to use a full year of exit data to develop action plans aimed at reducing attrition.
- Notable increases in areas of development, recognition, and manager relationships as a result of targeted action plans based on survey insights.
- Improved communication and development opportunities in specific markets, evidenced by the introduction of new communication formats and training following employee feedback.
Carhartt Achieved Employee Engagement of 85% Through Listening and Action Planning
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The Organization:
- Founded in 1889, Carhartt is an internationally renowned workwear and outdoor apparel company.
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The Challenge:
- Develop a more cohesive and impactful employee engagement strategy.
- Address inconsistencies in action planning across the company.
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The Solution:
- Utilized Perceptyx to share results and identify key themes for action planning.
- Established dedicated action planning teams at both the enterprise and local levels.
- Promoted leadership focus on communication, benefits, learning and development, DEI, recognition, and trust.
- Held leadership training and collaborated with HR Business Partners to identify improvement areas.
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The Impact:
- Formed cross-functional teams to address company themes of Trust and Respect, Communications, and Recognition.
- Initiated company-wide and local action planning meetings, ensuring accountability and support.
- Implemented an “Inclusive Leader Toolkit”, developed in collaboration with the DEI team, to foster more inclusive leadership.
- Achieved consistent results over two years, maintaining high overall engagement of 85%.
- Noted significant improvements in Trust and Respect, Communications, and Recognition through continuous focus and effort.
Children’s Nebraska Partnered with Perceptyx to Increase Survey Participation and Decrease Time Spent Surveying
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The Organization:
- Children's Nebraska, formerly known as Children's Hospital and Medical Center, is a premier pediatric healthcare organization that has provided specialized care for children across Nebraska and beyond since its founding in 1948.
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The Challenge:
- Modernize the employee engagement strategy to better reflect the organization's commitment to creating a positive employee experience.
- Partner with a vendor to unite data previously hosted by separate vendor platforms for different surveys to eliminate inefficiency and reduce costs.
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The Solution:
- Launched first-ever comprehensive census survey integrating employee, provider engagement, and RN satisfaction.
- Transitioned from merely administering surveys to fostering an organizational culture deeply committed to employee engagement, as outlined in its People First Promise.
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The Impact:
- Achieved an 84% response rate on first-ever integrated survey, surpassing previous engagement and satisfaction surveys.
- Identified consistent engagement priorities across different employee groups, facilitating collaborative action planning focused on common goals.
- Initiated a formal, enterprise-wide, multi-disciplinary strategy for workplace safety, improving safety scores in subsequent pulse surveys, reflecting increased confidence in the survey process and safety at work.
ESAB Improved EX and Boosted Engagement By Acting on Employee Listening
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The Organization:
- Founded in 1904, ESAB Corporation (NYSE: ESAB) is a premier narrowly diversified global leader in connected fabrication technology and gas control solutions. The Company’s rich history of innovative products, workflow solutions and business system ESAB Business Excellence, enables its purpose of Shaping the World We Imagine™.
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The Challenge:
- Integrate and align global team members with corporate culture and strategic priorities.
- Enhance the talent lifecycle, health & safety initiatives, and overall employee experience.
- Address challenges in merging cultures post-acquisition, ensuring smooth onboarding of new team members.
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The Solution:
- Gathered feedback on communication effectiveness, talent lifecycle value, managerial interactions, team collaboration, health & safety initiatives, and overall employee experience.
- Implemented 30-day baseline and 90-day follow-up surveys to support cultural integration post-acquisition, complemented by focus groups for in-depth insights.
- Engaged in targeted discussions to identify improvement areas and gather innovative solutions from team members.
- The Talent Management team monitored and supported the implementation of action plans derived from team feedback.
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The Impact:
- Achieved high response rates from manufacturing locations, providing a robust data set for actionable insights.
- Identified 1-2 focus areas per location, leading to tailored action plans and ongoing monitoring of progress.
- Shared "Survey in Action" success stories via the Intranet and TV screens at key locations to celebrate improvements and maintain visibility of positive changes.
- Recorded double-digit favorability increases year-over-year in Change Management, Continuous Improvement, and Clarity of Direction at key manufacturing sites, evidencing the positive impact of the strategy.
UC San Diego Health Used Employee Listening to Create a Culture of Psychological Safety
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The Organization:
- UC San Diego Health is repeatedly ranked the No. 1 health system in San Diego and is also the only academic health care system serving the San Diego community.
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The Challenge:
- Identify and elevate the awareness of creating psychological safety in speaking up within the organization as an opportunity to continuously improve based upon survey data from team members.
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The Solution:
- Conducted in-depth analyses of survey results, focusing on departments with notably high and low scores on the “safe to speak” item.
- Engaged in qualitative interviews with a broad spectrum of team members to gather insights on fostering greater psychological safety.
- Developed leader and team member toolkits based on successful practices identified in high-performing teams.
- Initiated manager roundtables to encourage knowledge sharing and collaborative problem-solving among leaders.
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The Impact:
- Created a strategic 5-year survey plan to maintain ongoing dialogue and improvements in organizational culture.
- Set a strategic goal for the fiscal year of 2023 – 2024 focused on completing course offerings from the “Safe to Speak” toolkits and actioning plans to reinforce a culture where speaking up is encouraged and supported.
- Underscored UC San Diego Health’s commitment to nurturing an inclusive, respectful, and engaging workplace.