Employee Engagement

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?

I want to pull more specific survey data from a direct report. I have already filtered the survey data to show the specific VP, but I want to see the directors reports below that VP's information. I do not know which filters I need to use to do this

I built a onboarding survey to be sent out every time an employee reaches HireDate is exactly 30 days after today. The question comes in when I built the second lifecycle project that will be sent out every time an employee reaches HireDate is exactly 90 days after today. Is there a way to not send the 90 day survey if the employee has not completed the 30 day survey?

Hi all, How do you handle responses of employees in Employee Engagement surveys after they left the company? One cannot disable or delete their accounts, as it will lead to deletion of their EX responses. We would like to still keep the data for future references, but do not want to keep "dead souls" in the system, as each of these accounts counts towards the license. I have submitted a product idea, but am very interested in how other companies deal with this problem.

Hello! I'm an analytics lead for a Federal agency. Once in a while I get questions about the EX function, which is a challenge for us because the Federal government conducts an annual Federal Employee Values Survey (FEVS) and we do not want to create surveys that conflict with that, and for other reasons related to Federal management practices for staff and contractors. That said, does anyone in the Community have experience conducting employee surveys in a government environment? What topics have you covered, and what outcomes have you been able to make happen? Thanks!

I'm stuck with something i feel is probably pretty obvious but i just cannot work it out. In my EX dashboard I want to set up a simple bar chart showing the favourable response to a question by Team (using either the demographic question or hierarchy). Much like the engagement by country chart in the video in basecamp. How do i go about setting that up?

I have been asked to do some analysis on our company's three year trend of employee NPS scores. I have advised our leadership team that there is no direct comparison on eNPS between companies, but they would still like to see some industry benchmarks. Does anyone have average eNPS scores by industries, specifically the trades or retail? Thanks in advance.

In EE Lifecycle projects, I am unable to figure out how to copy our 2019 dashboard and recreating it for 2020. Is there an easy way to do this? I see answers for CX but that doesn't apply for me. I don't see an option to copy from a previous version of the same survey. Thanks.

Is there anyway to get organizational hierarchies into employee lifecycle projects? Seems like a big miss to have them available in engagement projects but not in lifecycles projects. Any work arounds here?

My team in Italy is having trouble exporting to CSV and TSV- each row of data exports into the first cell.- it doesn't actually separate the data into subsequent cells. There may be special characters involved. As a stop gap, I, myself, exported their reports to CSV and then saved as XLSX and sent it to them, but that is not a long-term solution. I need them to be able to export their own reports. What do we do so that they can export the data themselves in a readable format?

Please help me to understand how can i prepare for certification exam of Employee Experience Certification. If any one can help with Step by Step procedure.

We'd like to disable the option to look at the EX survey results only for a manager's direct reports. This would mean that a manager could see all the results of his unit and sub-units, but could not filter the results through the option "Direct reports only" within an org hierarchy. Is there any way to do it? I cannot find any setting/parameter for that.

I am wondering about the use of benchmarking data on dashboards. Do you show benchmarking results? And if so, where do you get benchmarking data?

We recently completed a full company survey and one of the areas of concern for our department was clarity around roles and responsibilities. We would like to dig into that topic in further detail using an anonymous link. Has anyone done something similar to this and would you be willing to share some of your questions?

We'd like to provide our managers with an access to the aggregated EX results in their org hierarchy up to the highest level of the organization. A manager may "locate" at any level of 8-level hierarchy. At CX side there is a possibility to "allow rollup data" when granting Access rights to the dashboard users, but I haven't found anything similar from EX side. Only way I know is to add comparison values in every widget, but it is not a user-friendly way and as the users can be at any level of the org hierarchy and the number of comparisons is fixed, there could be in many cases just empty fields visible. I'd like just to allow a user to select any org unit above his own org unit from the org hierarchy but not any "sister units" at any levels. Have you faced any similar situations? Have you been able to find some smart solution to do this?

Hi, I am experiencing some issues with the comparison to previous projects. In the past, the dashboard used to compare each unit with the result of that unit in a previous project, regardless of which participants belonged to that unit. It would just match the current unit with the appropriate one and show the difference with it. The newest project that I have, which is a dashboard built in September- October, is not comparing correctly with previous projects. If I see that a unit has a difference of 5 points with the previous survey, then I check the old dashboard and if I see the result, the difference is 10 (just to give an example). Qualtrics Support replied that the way in which the dashboard is supposed to compare units is considering only the people that exist both in the current project and in the historical one. I am sure that it did not work this way in previous dashboards. Actually, my previous projects are not showing this problem. It happens only with the newest one. Has

Hi, We have used the Exit survey template project from Qualtrics, which comes with a template dashboard as well. We have renamed one option, and removed another, from the "reasons for leaving" list. However, on the dashboard I still see the removed option and I still see the old name of the renamed item. How can I make the changes to the survey reflect on the dashboard? I tried editing the widget that shows the old values, using another question as metric, then changing back to the original question with the reasons for leaving, but it still shows the old values...