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Pulled under by the undertow of unspoken opinions

Not knowing what's happening in the undertow can lead to (unpleasant) surprises...

Socially: depending on your political preference, for example, a pleasant or unpleasant election result...

Organizationally: depending on your strategy, for example, the unexpected departure of employees when keeping the existing colleagues afloat is already a challenge...

Good employee experience research can be very important for the latter. If you can pick up on the undertow in time, you can prevent surprises like these. But as with so much in life: sh*t in, sh*t out. So today we want to discuss proper employee experience research

A lot of employee research is not aligned with the intention of why the research is being conducted in the first place: to pick up on signals with which organizations can improve working conditions.

Here are three indications your employee research might not be doing what it is supposed to:

  • The results are roughly the same every year... 7.3 on average

  • Measuring annually but wanting to implement improvements monthly

  • Sharing the results without guidance on how to do anything with them

If this happens in your organization, you are wasting a lot of time, resources and energy. But it doesn't have to be that way!

Do you want to test your employee research on effectiveness and validity? Send us an email @ with the word "checklist" and you will receive a checklist with 40 questions to investigate the state of your employee research!


Want to learn how to build employee resilience?

Our "Regie op de Medewerkerbeleving" (Take control on Employee Experience) module is one of the most highly rated in our transformation programs.

Ready to take your team to the next level?

Contact us today!


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