Employee Experience

Is there a way to release reports to a designated person for each participant, without assigning that person as a manager? We use 360s for a coaching program we run. Our participants collect feedback from their actual managers, so we don't want to assign coaches to that category. But, we would like to automatically release reports to the coaches for the participants they will be coaching. Any way to do this? If not, I'll submit as a product idea. Thanks!

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?

A few weeks ago we released the Remote Work Pulse, a free solution to help organizations enable their employees to better navigate remote work during the COVID-19 crisis. Today, we’ve expanded the solution to include expert content designed for those essential employees whose jobs can only be performed on-site or in the field. Whether an organization is suddenly supporting a fully remote workforce for the first time, protecting employees with jobs that require them to be on-site, and in many cases, both—major shifts in the workplace environment due to COVID-19 disruptions are leading to gaps in the employee experience. We want to help you close those gaps to better support the well-being and safety of your people and businesses. Essential industries and jobs that can only be performed outside of the home have particularly different needs and concerns during this time (in contrast with remote workers), specifically around the environmental health and the safety of their physical w

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.

I recently noticed in my Participants tab in a 360 project that the "settings" option is missing. It used to be right next to "Tools" and it allowed the participant lists to be sorted alphabetically; I know it was there because I would always have the lists sorted ABC, but now they are just in random order and is making it difficult for me to monitor completion rates. Anyone know why this would be missing or how to get it back? Or is there another way to sort in ABC order?The image below shows the Qualtrics support page that shows the Settings option there. !

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 want to allow my subjects to nominate anyone for their evaluations. And these "anyones" are not in my Directory. So I want that my subjects can enter an email address for inviting an evaluator. However, when doing this, I first get "no results - Add Person". When using Add Person and filling firstname, lastname, email address, it shows "Person is not eligible to receive nominations"...

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.