What We Offer

Surveys | Analytics | Training | Expertise

Employee Engagement Surveys

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When engaging with employees about experiences at work that matter most, it is best to adopt a census approach when gathering feedback in order to offer all staff equal opportunity to invest in their future and give feedback to the organisation.

Depending on client needs, various levels of detail can be generated to comment on the state of engagement of the organisation.

Collecting employee feedback

We offer a number of ways that could be utilised to collect employee feedback. These data collection methods are used in various combinations depending on our client’s context:

  • On-line survey
  • Automated telephonic interviewing (ATI)
  • Computer-aided telephonic interviewing (CATI)
  • Computer-aided personal interviewing (CAPI)
  • Hard copy self completion
  • Hard copy assisted self completion


Possible engagement outputs

diagram-engagement-prismOutput 1: Overall engagement snapshot

This includes:

  • Producing an overall engagement score for the organisation that can be monitored and tracked over time.
  • Segmenting the organisation into the various engagement segments.
  • Understanding what kinds of business enhancing behaviours can be expected from staff into the future.
  • Where possible this can also be linked to organisational metrics.


Output 2: Understanding components of employer brand and the effects of lost promise

This includes:

  • All elements listed in Output 1 to produce the overall engagement snapshot.
  • Components of employer brand and the effect these have on employee engagement.
  • How the effect of lost promise creeps into the organisation and what components of brand equity are the drivers of this.


Output 3: Diagnosing the elements of work experience that matter most

This includes:

  • All elements listed in Output 1 to produce the overall engagement snapshot.
  • All elements listed in Output 2 to understand components of employer brand and the effects of lost promise.
  • Rating of various experiential touch points that make up the work experience and the effect that these have on employee engagement.
  • These are the areas where the most beneficial intervention can be put in place to achieve meaningful changes that matter most to employees.

By understanding which elements of the work experience impact most on employee engagement and how the company is performing in this regard, an effective list of priorities can be compiled as foundation for designing, actioning and measuring an engagement strategy .

Analytics and Modelling Engine

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Echelon Purple has a unique analytical resource available to conduct advanced analytics on both employee-related data as well as marketing-related data. Analytical skills that can be utilised on an ad hoc basis include:

  • Ad hoc Causal Analysis for complex structure models
  • Uncovering of Hidden Structures within the survey data (Bayesian networks)
  • Structural Equation Modelling for Latent Variables
  • Neural Networks for various applications
  • Trade-off Analysis including Conjoint and Brand-Price-Trade-Off
  • Analysis of Choice-based and Ranking Data
  • Optimal Pricing for New Products
  • Variety of Mixture Models for Un-uniform population
  • Segmentation
  • Classification Rules
  • Perceptual Mapping and Spatial Positioning
  • Decision trees
  • Estimates of Missing Survey Information
  • Conventional Statistical Analysis
  • Linkage Procedures between Stakeholders Relationship Models (i.e. how Employee Engagement influences Customer Loyalty)

Training and Facilitating

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Echelon Purple offers engagement training and facilitation customised to meet the varying needs of organisations. This ranges from understanding high level strategic engagement indicators down to sharing operational intelligence to equip the lower level managers with skills to focus on engagement levers within the organisation.

Qualitative Expertise

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Echelon Purple provides full qualitative solutions to its clients. Often quantitative surveys among staff require further qualitative conversations to cut to the heart of the engagement focus areas identified.