Employee Experience

Hello community! Does anyone know if you can have a drop down option from a multiple answer? If an employee answers they fall under “BDS” organization but there are different divisions under BDS, can those divisions be a drop down under BDS?Example:Question 1: What division are you in?BDS BCA BGS

Hello, is there a feature to make the entire employee survey annonymous for everyone?

Specifically for employee experience has anyone tried setting up a workflow where you can select a survey at any point have the workflow remove certain identifying fields like employee name, email, etc.. Then once those fields are removed sent to an SFTP? We are trying to figure out an easy way send survey data to our other systems without having to manually export and edit the file each time. 

How to takle the best the TEXT IQ when we have an engagement survey question, and answers come from 12 countries, and 12 languages. The struggle is also at Board level, we try to create the dashboard in English, but we would still like that each topic can also tale us to answers in local language. For now we thought of each language having their own page , or dashboard, separately. But the challenge would be having a single dashboard, and when people filter for their country to get the relevant answers.  Thank you Livia B 

HI team,  For now I know that with Action Planning in EX projects, we can give access to edit or to use action plans to users. But the question from our project managers is if we could keep lets say for an older survey just view access to Action PLans , where managers can just check what action they had in the past, but not create new ones in that Org Hierarchy / project by mistake and in the newwer one they could create and follow up with the new Action Plans? Is that possible?  thank you Livia B 

Hi everyone,Does anyone know how to send Engagement results to SuccessFactors? I know there is no native way, so I have been looking for an API that could help with this, but the EX APIs are quite limited. The main issue is that the results are aggregated by manager.I would love to hear about your experiences with this!Thank you,

We are at the beginning of the journey with the Lifecycle projects and we are wondering if the Exit Question from Qualtrics library also offer benchmarking? Based on Industry maybe or Region? Or HIgh Performing Companies?  thanks Livia B 

Goal: Allow hiring managers to complete a lifecycle survey multiple times for different requisitions.Case: We have the employee directory built, but will be adding in a second automation to pull in Talent Acquisition data. At the end of each month hiring managers will be asked to complete a survey reporting on the requisitions they had closed. I’m aware of the multiple response functionality in lifecycle surveys and understand that it could be set to trigger when the requisition number changes, but how could we set this up to account for managers who may have had multiple requisitions in month?We are avoiding the generic link as we want to tie their metadata and not ask the manager to remember and enter the details of the requisition number, job title, etc. 

Hi all,my organisation would like to have a Survey sent to the hiring manager about the hiring experience.This creates some issues as the metadata needed to trigger the survey is connected to the candidate and not the manager.We have all the automations in place, however, due to this requirements, the Hiring Manager's metadata gets overwritten in our Employee Directory.Does anyone have a sort of workaround for this? In a dreamlike situation we would need a separate Employee Directory, but this is so far not available in the EX Brand.

Kindly provide me the steps to send a set of questions to particular percentage of participants.Example.Out of 10 survey questions5 should be for 100% participants2 questions should be for 75% participants3 questions should be for 25% participants

We are a customer with Employee Experience currently in operation. Every day we have a scheduled job running in Qualtrics that picks up a file from SFTP location and loads into Qualtrics. This file contains new employee details and changed employee details. There are 2 steps in this process: Step-1 is "Extract Data from SFTP Files". Step-2 is "CDAP Worker EX Directory Import". I'd like to know the menu navigation to access this scheduled process. Currently this process is not visible under “Directories” section or “Workflows” section from the Home Page main menu (drop down from the top left corner of Home Page). I am a Brand Admin user in Qualtrics.

I would like to show the response rates for 4 lifecycle surveys a the dashboard, built inside the first survey project. It’s an onboarding survey structure with 4 touchpoint surveys. But the response rate widget can only handle the data from the original data source (1. touchpoint survey) where it is built. How can I show data from all the others? Invited numbers are not available outside the response rate widget… 

Is there a simple way to see which email distributions one individual employee has received, or is due to receive? It’s too time consuming to sift through email distribution history when we have daily invites set up, but reminders on each of those distributions every 3, 5 and 7 days…. 

Hi folks,what is your experience to have the best performance in dashboards?My experience/suggestions so far what would affect performance:Amount of data per widgets needed to be loaded → high impactAmount of widgets on a page → high impactAmount of delegates → high impact for hierachy filterAmount of pages in a dashboard → (very) low impact So conclusion would be to have less widgets per page but more pages. One common dashboards  with a lot of pages or different dashboards with less pages doesn’t matter. Would you agree or do you made other experiences? Thanks!

Hi all,I am curious if anybody’s had success with the new Qualtrics Assist “chatbot” within their employee engagement survey dashboards?We are trying out this feature and considering adopting it for our next employee survey. We’ve enabled it in an existing dashboard, but so far the results seem… temperamental… So I’m curious to hear any success stories about the Qualtrics Assist chatbot and how you’ve optimized your EX reporting to leverage it. 

I am following the instructions linked below to build one widget that reflects the responses collected from a Matrix table question in an EX project. I cannot get it to work, I feel like mine is “upside down”… When I get to step 5/6 instead of showing the statements on the Y axis I’m getting the responses.Then when I change the metric to “top/bottom box” it tells me “Metric requires field or field no longer exists - try updating the metric field”. So when I try change the Y-axis matrix to break out by value and it says “Multiple metrics are not supported with a field group dimension broken out by value.” It’s likely an easy fix that I’m completely overlooking.  https://www.qualtrics.com/support/vocalize/common-use-cases-voc/viewing-matrix-statements-in-a-single-widget/  

In Qualtrics, parent-child hierarchies used in dropdown or search questions only allow selecting nodes that have children, which excludes lowest-level (leaf) users. When working with large participant lists, what is a scalable and maintainable way to ensure these leaf users can still be selected and evaluated—without adding dummy participants to the hierarchy?

I’m fairly new to Qualtrics and hoping maybe someone else has done something similar.  Is it possible to add a participant to a lifecycle project via a workflow from another source/ Qualtrics survey/ form?  Can someone provide detailed instructions in order to do so?Trying to build a workflow that would work something like the following:HR Manager enters an Employee ID # via Microsoft form or Qualtrics survey notifying of employee intent to term  Workflow immediately picks up Employee ID# from the form or survey and matches to Employee Directory (employees are already populated and do not need to be added) Participant is added to Termination survey (survey set up to email the participant as soon as added) in order to capture their feedback before last day of employment.

I have a EX lifecycle exit survey. Employee will fill survey after that I am triggering the retake link to HR to review answer and show one question to provide answer to this HR question. When HR take the retake survey employee answers are getting disappeared, what should I do to avoid this so I have single entry where i can see both HR and employee answer. Retake link for this survey looks ike https://asml.eu.qualtrics.com/jfe/form/SV_7kjdsnsJKVQ3k?Q_TS_ID=test2kds&Q_TS_RS=Self&Q_TS_PID=${e://Field/Q_TS_PID}&Q_TS_RE_PID=${e://Field/Q_TS_PID}&Q_R_DEL=1&Role=HRBPThis is how my flow looks like first section for Employee also have end of survey in elements … ​@Tom_1842 , I think you answered in past but can not find post. 

I have a survey setup that uses our single sign on for authentication. We are able to pull in basic information like email and username for people that take the survey. All these people taking the survey are also in our employee directory so I am trying to see if there is a way once a user authenticates if we can then have the survey look at the employee directory and pull in more information like function, location etc.. I am trying to do this without having a participant list. 

In my Employee engagement project,  I have to share the survey data and analysis tab with my colleague , but I want to hide Name, email, uniqueidentfier from the collaborator data view. How can this be done in EX platform for EE project?

Hi, I am not sure if anyone can help. I have a Lifecycle Offboarding survey, Qualtrics is also integrated with Success Factors to daily update automatically the EX Directory. In SAP SF - the business rule is configured for termination events with a Timing trigger for the Survey to be sent 21 days before Termination Date. When a New Event termination is added in SF SAP and has this timing, I can see the employee automatically populated in the Qualtrics Participants. Question: if  in SAP SF there are already termination events added before the Qualtrics solution goes live, but the employee termination date is in the next 21 days -- will those employees still get triggered and populated in Qualtrics Participants?My understanding of how this solution works is only when the New Termination event is added in SF SAP -- this is what triggers the business scenario. What is there is a change in the Termination Date? will those employees get picked up as something was modified in the Job Info Ter

We would like to implement OneTrust cookie consent for EX (Employee Experience).From what we understand, cookie consent integration is currently available only for CX (Customer Experience).Is there any available workaround, configuration, or recommended approach to enable OneTrust consent management for EX?Has anyone successfully implemented something similar, or is this a known limitation without a current solution?Any guidance or shared experience would be greatly appreciated.Thank you!Shilpa Jain

Hi Qualtrics Team. For a EX Lifecycle project, we created a single dashboard that integrated 6 different surveys, in the specific case of the Widget “Participation Summary”, it shows information just for one of the surveys. Do you know how can we integrated the results of all the 6 surveys in the widget? there is no too many options to customize this widget and the client need to have only one widget. Thanks,  

My team is exploring options for a Hiring Manager follow-up survey, specifically to analyze quality of hire. Currently, we have one hiring manager survey, which launches to managers once an open position closes. This is solely focused around their experience working with the Talent Acquisition team, the hiring process, and the pool of candidates they were presented with.  We’re utilizing other metrics for quality of hire (performance ratings, turnover, etc.), but we’d like to build this out with a follow-up survey around the 6 month mark to hiring managers. We don’t want this to necessarily be a talent assessment, but more of an initial check to more specifically ask if they’d recommend this candidate after working with them for a couple months.Has anyone else implemented this before and if so, what has worked for you?