Obtaining continuous and systematic feedback from employees is an opportunity to improve things and make progress. For this reason, All for One conducted the Employee Engagement Survey by Gallup, known within the company as ‘Spot•On’, across the Group last year. The most important question that arises after all the questions: What has it actually achieved? My colleague Karla has an answer. After Spot•On, she turned the spotlight on an important topic that is rarely in the spotlight: resilience training.
Jochen: Tell us a bit about yourself - who are you, where are you from and what is your current position with us?
Jochen: It's been about a year since we launched the first Employee Engagement Survey by Gallup. What was your personal experience of the first survey?
Karla: I really liked the fact that we were given the opportunity to provide feedback from an employee perspective, that we were able to compare our results with other companies and now see where we stand. By doing the survey every year, we can see in future whether the measures that have been taken are working.
TEAM-INTERNAL LEARNING PROCESSES
Jochen: What surprised you most about the results of the survey for your team?
Karla: To be honest, I wasn't very surprised by our team. We attach great importance to further development in the area of personnel development and are basically a very harmonious team.
Spot•On 2025 starts on 12/02/2025
Jochen: Following the evaluation, there were workshops in which we actively worked with the results. What specific to-do did you take away from the survey?
Karla: We definitely had the issue of clarifying the order. Needs are communicated to us from various directions and then we first have to clarify exactly what is behind them. Giving and requesting feedback was also on our list of improvements. From this, we derived a fixed slot in our team meeting to appreciate others and give constructive feedback. In addition, the Strategic People Business Partners mirrored topics that came up in the team workshops of the units.
LEARNINGS FROM RESILIENCE TRAINING
Jochen: Do you have a specific example?
Karla: Among other things, it was about strengthening resilience. We identified this need as a team and developed a completely new concept.
Jochen: If I have it right in my head, there is already an offer for resilience training. So why set up another project?
Karla: Exactly, there has been a resilience training course with an external trainer available via our internal learning platform ‘ONE Academy’ for some time now. The training is also well received, but is an on-site event lasting 2 ½ days. The demand from the team workshops was more to develop a learning journey with shorter units that can be better integrated into day-to-day business. This means that we will have both options available in future, depending on what focus colleagues would like to have in terms of content and how they can best plan their time.
Jochen: What exactly does the new concept look like?
Karla: We have structured the new approach in such a way that we start with a keynote speech by a renowned external expert. This is also fundamentally about understanding what resilience actually means. However, the main focus is clearly on being able to put this into practice. There will be a self-learning phase in which colleagues will be able to use various e-learning programmes and impulses to train themselves in precisely those areas where they see the greatest need for improvement. In a peer group coaching session, they will have the opportunity to work through specific situations using a specific methodology in a trusting group and obtain advice and solutions from others. The learning journey concludes with a final event. This is a chance to review what has been learnt over the past few months. Important impulses for the future are also given.
Jochen: Sounds great! When do you expect employees to be able to use the new service?
Karla: We will start with a test group in February and make the learning journey available to everyone following their feedback.
WHY DO EMPLOYEE ENGAGEMENT SURVEYS MATTER?
Jochen: I know colleagues who are rather sceptical about the benefits of the Employee Engagement Survey. What do you think about it?
Karla: Due to the confidentiality of the survey, unpleasant points can also be addressed. That alone is worth a lot, as the example of resilience training shows. Ultimately, it is important that concrete measures are actually derived from the results and implemented. Due to the different questions, we also gain valuable insights at many levels: from topics that each and every one of us can implement as employees, to managers and top management. However, the workforce must also be involved in the measures, otherwise it will of course be difficult to realise the added value.
Jochen: The next Spot•On survey starts on 12 February. If you had one wish for it, what would it be?
Karla: That as many people as possible take part again. After all, only those who take advantage of the opportunity to give feedback can expect to improve.
Jochen: Speaking of feedback: I think the new approach of resilience training makes sense and I can well imagine that you are making a positive difference. Thank you very much for taking the time to talk to us, Karla.
Karla: Always a pleasure ;-)
NETWORK WITH KARLA
Do you have questions for Karla or want to expand your business network? Then simply network with her on LinkedIn ;-)
Feb 3, 2025 4:09:01 PM
