Employee Engagement

Hi there,Does anyone know the latest employee engagement best practices?Any suggestion or example to follow?More than happy to know what positive things other companies are doing 🙂

Many organizations around the world are experiencing significant disruption to their "normal" way of operating due to the COVID-19 virus. Many organizations have had to suddenly support a partial or fully remote workforce, others are needing find ways to better protect the health and safety of their employees who are in essential on-site roles. Many companies are having to do both.When major shifts or disruptions take place in the workplace, they can lead to critical gaps in the employee experience and, frankly, they could have serious impact on employee well-being, productivity and the long-term business. These gaps need to be addressed quickly, but it can often be difficult to understand where these gaps are. This is why Qualtrics launched the free Remote + On-site Work Pulse XM Solution.We know organizations need to move quickly so we (Employee Experience Scientists) developed a solution that can be quickly and easily downloaded and launched. For those with an existing Qualtric

I have the action plans for the different items laid out in an excel file. Is there a way I can import that excel file to create the action plans in one step rather than manually entering each field for each item?

There are times when we all need to step up and help each other move forward. That’s why we’re excited to share the new Remote Work Pulse XM Solution with our community. Whether your organization is temporarily moving to a remote work environment or adjusting to new health and safety practices—it’s vital to listen to and act on employee needs during challenging business disruptions. Developed by Qualtrics EmployeeXM people scientists, this guided XM Solution helps to: * Quickly assess employee morale and well-being * Find out if employees have the clarity, tools and support they need * Pinpoint critical gaps to make real-time improvements and keep teams thriving The Remote Work Pulse also offers two ways to check-in with your workforce: 1. Quick check-in: Pulse employees with a simple mood barometer to get a holistic view of morale and understand trends associated with open-text feedback. 2. Remote work readiness evaluation: Pulse employees to pinpoint gaps and take action on u

We need to create some surveys as paper surveys and would like to be able to take the questions from some of the COVID-19 solutions out of qualtrics to do this. Is this possible and allowed?

I am looking for a way to report on action plans that includes the action plan creator ID, action plan creator, the action plan title, any adjoining sub-tasks, and associated any comments. I have found a way to report on all of these, except sub-tasks. Does anyone have some reporting tips they can share on how to pull this data?

Hello all, Is it possible to create users in Lifecycle projects (exit survey) who have access to the responses collected in Data&Analysis based on their location or role? I know that in Lifecycle project we don't have hierarchies, but is there any way to restrict the visibility of the data collected in the survey (not in the dashboard) for some users? Or do you suggest to use an Engagement project model to create an exit survey there? Although this last one has no Message and Participants import automation features. Thank you in advance!

Apparently, I can't do that, but I prefer to check with you. I need to combine a set of 4 answers (they are 4 values in a matrix question) and compute a result based on that combination, for each of the rows in the matrix. I would like to show the result in the dashboard. Another option is doing it in the reports section of the Research Core module, but I have not found the option to do that there either.Thanks!

I have several fields of metadata that are Multi-Answer Text Sets. I'd like to manually sort them on my reports. So, for example, I have generations (traditionalists, boomers, gen z, millennials, gen z), and I want them to appear on my Heat Map in historical order, not alphabetical. The straight forward solution would be to simply add a prefix to each category (e.g., 1-traditional, 2-boomers, etc). I can't do that, however, because my metadata is part of an automated feed that can't be changed. I have the same problem with other metadata fields, like tenure. Is there a way to manually sort my metadata on my dashboards?

Hello, I am looking to understand action plans on the EE platform. I want to know if there is a way to alert people that they have been assigned to an action plan?

Hey community - I'm new to Qualtrics and looking for help. I've been creating a survey in EmployeeXM and added a multiple choice question with 4 choices. When I build the dashboard for my survey, and I include a widget for the multiple choice question, the labels in the Dasboard's label fields appear as just numbers (1, 2, 3, 4).. so I have to manually type in each of the label, and then I'm worried if I mis-label a field, I will have incorrect data. Is there a way to automatically bring the label titles into the dashboard? If anyone can help me figure out what I'm missing here I'd really appreciate it :) thanks

Hi Experts,Currently I am able to see only Reports option but not "Dashboards" , can someone guide how we can get access to Dashboards instead as I need to create some dashboards.Regards,Manjista

The 'participants' tab appears to have disappeared. All on-line instructions seem to direct you there in order to delete the responses of an individual from a survey.

What is the difference between Pulse and Engagement? * Within engagement, what is the difference between Pulses and Survey tabs? * Can you please explain the functionality of each?

I have a last 3 days data but I see a movement only from yesterday to today. How can we include all the previous days in the "before" period and today as the "after" period?

As part of the Return to Work guidance published by many states and accrediting bodies, healthcare organizations need to screen all staff at the beginning of their shift for fever and other signs and symptoms consistent with COVID-19. In order to document that we have completed this screening, I have created a survey using the Qualtrics tool and staff will take the survey before they report for their shift. However, I am now stuck with how to reasonably operationalize an audit process that would ensure each employee who has reported to work has also taken this survey WITHOUT creating extra work for our already overworked supervisors. If I set up the survey to send a report to the supervisor every time that a survey is completing, that doesn't easily narrow down the individuals who SHOULD have taken the survey because they are punched in. Any thoughts?

We are using dashboard to track the response rate to a daily survey. This is dashboard is shared with the department heads who use it to track who has completed and who has not. What I have observed is that there is a lag between the completion and the dashboard updating. We resolve this by manually going to "Update all responses with current metadata" which seems to then update the dashboard to the most current status. My question is, is there a script by which I can set the Update metadata to be executed regular intervals automatically, at say 30 mins so that the most updated response rate is shown in the dashboard. This is necessary as the survey is time bound and the dashboard is a critical way of communicating real time completion status to the department heads.Or if there are any other solutions? Please help.

I read about the tool Qualtrics is landing "Remote Work Pulse". When i tryed to create the project "CODVID-19 Remote Work Pulse" like the demo shows, but it dont appear in my projects templates. ¿Anyone can use this new tool? My User ! *The Demo* ! Regards,!

I have a survey that has some questions for all participants and a unique set of questions specific to certain groups. The survey flow allows me to achieve this, however when I add a Progress Bar, the bar either starts at 50% complete on the first question, or it ends at 50% for the last question - depending upon which group the participant is in. It would be great if the progress bar was based upon the survey flow rather than all of the questions that make up a survey so that it accurately reflected the progress to the participant.

We piloted this surevy in our organisation but we have some doubts regarding the report.In the section called Employee feeling it is giving a wrong picture. I am not able to find out if it is the title that is making the confusion or the data from the question is not correct. I have attached some screen shots from our report.Appreciate if I could get some help or contact an expert who could help.Kind regardsJulianaQuestions attached to this sections are the following.docx

May is mental health awareness month and there has never been a more relevant time to talk about supporting employees' mental health and wellbeing. What strategies have your organization implemented to support employee mental health and wellbeing during this time of crisis?

I updated some of the Direct Reports for Manager. Steps followed: 1. Import participants - successfully done 2. Update responses with current metadata 3. Update action plans with current metadata 4. Reindex data by adding new field in dashboard data Even after all these steps, the manager direct report is not updating. So in the Participants page of the Project, it shows the new direct report. However, the dashboard still shows the original direct report list. What can be the issue?

We piloted this solution at Qualtrics and we got lots of really good insights. A quick and easy example to share was that we heard a lot of employees express concern about their work from home arrangements (i.e., not computers, uncomfortable chairs, etc.). The executive team saw the data and made the call to allow employees to bring essential equipment home to facilitate comfortable and productive work from home.What actionable insights did you gain from your survey?

At Qualtrics, we sometimes struggle with getting everyone aligned on what questions to ask. Everyone has something they want to know so keeping a concise and action-oriented survey can sometimes be challenging. We worked really hard to align on the critical and the few. We knew, however, that in times of disruption and change that participation in the survey would be high. Our employees wanted to speak and they knew they'd be heard. We pulled together a group of questions that worked for our organization and we believe they are relevant to most organizations.That being said, we have talked to a lot of organizations who have made modifications before sending it out. We'd love to hear about what types of modifications you made before distributing. Please comment below.

We have heard from a lot of customers that they are trying to answer some of the following questions:1) How are employees feeling?2) Do employees have the tools they need to be successful?3) Are they feeling supported during this time of change and uncertainty?4) Are the company communications effectively keeping people informed of changes?5) How well are teams working together?6) Are people feeling that their wellbeing is being factored into leadership decisions? What are questions you would like to ask your employees?