Why Benefits Provider are Afraid of the Truth.
Well in this particular instance although that’s usually a very high factor it did not resonate in this case Benefits provider and then again breaking it down by turnover versus volunteer and as we said we had about different charts and we sliced the data in many different ways.
So once you have the data you can do that you may look at other things but this just got us started and then what also happened is we started to wonder well you know we’re doing these employee Benefits provider surveys annually we’re making employees invest the time we’re investing the time is there any correlation between the annual survey and the exit interview so she went back and she compared the data of on the left what employee said they wanted and what was important to them and we broke it on into male and female and why employees are leaving and there was a head-to-head similarity across the board so obviously what it meant to us was wow everything that.
We do needs to focus on Benefits provider those three critical areas and all the rest can be handled in another program now what was awesome about the data analysis like meaning putting all the exit data in a spreadsheet was that we had a lot of demographics on you know age and gender and diversity and Department what we didn’t have we but we did not have that data for the annual employee survey.
So it was very difficult for us to break down career development relationship with manager and compensation at a more granular level to understand those Benefits provider specific needs as they come into the organization and as they continue to stay so what we learned from this is that we really needed to improve the way that that annual employee survey worked so that we had even though it was anonymous more data that could be that reports could be run on.