Welcome to the latest edition of our monthly Sparks newsletter! As always, we want to keep you up to speed with what we are doing, plus cover off a range of things that are going on in the industry. If there are any hot topics you’d like us to cover in the future please just let us know.
Happy reading!
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Love me, love me (say that you love me!)
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There is probably an individual in your life who’s love you value. It means a lot that they respect you, make you feel special, and make it clear that you’re a very important part of their life. And it’s easy to measure that love the next time you see that special someone. Fashion a 50-question survey and ask them to complete it once every three months. Oh wait, they’re already not interested. The first rule of engagement activity – make sure it doesn’t disengage…
It can be hard to identify the best way of reaching out to your employees to maximise both response levels and honesty of response. This month Beth attended the International Employee Engagement conference to find out more about best practice, and how to avoid the potential pitfalls of a badly planned project. There were some excellent presentations and panel debates, but there was one central theme; the importance of identifying exactly what the term ‘engagement’ actually means to both your business, and more importantly to your employees.
Is it a score? Living a value? Length of tenure? A behaviour? An identity? A belief? A purpose?
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We all have an idea of what engagement ‘feels’ like, but how you translate that in to a physical measure that means something to everyone?
The Oxford English Dictionary defines engagement as “The action of engaging or being engaged”. Not hugely helpful we appreciate, but the synonyms are slightly more obliging – “participating, taking part, sharing, partaking, involvement, association”. Are these the nuts and bolts of what engagement is? Got you thinking?
To affect business change, an engagement survey needs to revolve around what you believe engagement to be, and be delivered in a way that will maximise results and tangible insight. Achieve this, and that’s a job well done.
Fancy a chat to find out more about our research? Get in touch!
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A little more conversation…
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And a little more action please!
A personal chat can make a big difference. We know that. But we also know that finding the time and resources to start those important conversations can be a challenge. But what if there was a way to have those important and engaging chats in real-time via an intuitive online platform? It would be pretty good, wouldn’t it?
Well, we’re working with a moderated system that allows you to do just that. Purchased on an annual or campaign basis, and accessible via any device, it can be personalised to ensure it reflects your brand and delivers a more personalised experience.
So, how could this help you?
Noticing a lot of candidate drop-out? Battling with a lengthily recruitment process?
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You can set up live chats to manage candidate and applicant support, keep them engaged with insightful content, and providing them a new and innovative way to make contact with you to voice queries.
As well as delivering information about job details and company details, this platform could also showcase your brand and values, inviting participation into chats on a range of topics such as growth opportunities and L&D. Why not set up a Q&A to ask for feedback to measure your candidate experience in real-time? With no limit to the number of live chats you can run, and no restrictions on themes, the possibilities are endless.
But it’s not just about attraction management. Reach out to your leaders and experienced hires and get them to engage with each other/a junior audience to share best practice and ideas. Could you benefit from a Q&A session to help promote D&I initiates within the business? How about a forum for current employees to chat anonymously around LGBT+ issues at work?
No matter what you talk about or what feedback you gather, the back-office dashboard will allow you to review chat histories (and export transcripts to share!) and can provide you with a range of insight including NPS data and sentiment analysis.
Come on, let’s talk.
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STOP PRESS
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We know it’s coming… and we’re ready for it. We’ve invested a lot of time over the last three months ensuring both our own processes, and those of our associated media are compliant with the new GDPR legislation coming in to force on May 25th. Our work is on-going, but as that date is rapidly approaching, we thought it would be a good idea to let you know!
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Another bright Spark
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This month we welcomed Hannah in to the team for a week of work experience with Duncan from our studio team. Advancing skills in Adobe, and dabbling in dreamweaver, Hannah spent time getting to grips with agency life.
"Within my week at Sparks I've learnt many skills and new programmes that I can take with me for my third year of university. The team have welcomed me as their own and I will look forward to coming back over the summer months".
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