Visier People® Employee Experience

Introduction

Visier People^® Employee Experience helps organizations solve their most critical people and business challenges related to the employee journey.

This comprehensive offering empowers you to effectively analyze, monitor, and solve a wide range of challenges—whether you're seeking to focus on employee engagement and satisfaction, optimize your recognition program, or measure the impact of philanthropy initiatives sponsored by your organization.

With our all-in-one package, you'll access not only top-of-the-line software but also expert support and best practices that can help you achieve measurable business results in a remarkably short time frame. Our guided, turnkey experience makes it easy to unlock the full potential of your performance management efforts.

Leverage extensive best practice content and insights. Filter our out-of-the-box content to sub-populations or specific time periods, or use them as a starting point to create your own visualizations and insights unique to your needs.

Visier People^® Essentials is required as a prerequisite to purchasing Employee Experience.

What value is delivered?

Visier People Employee Experience is designed to solve your most pervasive and compelling problems related to employee experience. The unique problems solved by Visier People Employee Experience are listed below:

• Employee Engagement: Provides a comprehensive overview of employee engagement and sentiment about specific aspects of the work experience. This enables organizations to track changes in sentiment over time and identify groups of employees who may need some help to improve their engagement at work. You can also analyze the results alongside other people and business data to find out if less engaged employees have a high resignation rate, lower compa ratio, or lower performance rating and intervene accordingly before it is too late.
  
  Why is it important? Engaged employees are more likely to be productive and perform at a higher level. They are motivated, focused, and committed to their work, which leads to increased efficiency and output. By measuring and analyzing employee engagement levels, organizations can identify areas where engagement is lacking and take steps to improve it. Improving employee engagement can result in improved overall business performance.
  

• Employee Recognition: Provides insights into your recognition program by looking at the actual value of the recognition and to whom it was awarded. This enables organizations to make data-driven decisions to optimize their program, improve the employee experience, and drive positive outcomes for individuals and the organization as a whole.
  
  Why is it important? Recognition programs have a strong influence on employee performance and productivity as they reinforce positive behaviors and encourage sustained high performance. By analyzing recognition data alongside performance metrics, organizations can identify top performers, and uncover effective recognition practices to replicate throughout the organization.
  

• Volunteering and Giving Impact: Provides an overview of the charity work employees have done through initiatives sponsored by your organization, in terms of money donated and time volunteered. It enables organizations to evaluate the effectiveness of their philanthropic initiatives by measuring the impact on engagement or retention, identify areas for improvement, and demonstrate the social impact of their giving programs to stakeholders.
  
  Why is it important? This allows organizations to understand employee involvement, the correlation between participation and engagement levels, and the overall impact on job satisfaction. This information helps shape employee engagement strategies and improve the employee experience.
  

• Onboarding Experience: Provides insight into the effectiveness of your onboarding process for new hires and aims to capture the new employees' perceptions, experiences, and satisfaction levels regarding their onboarding journey. This enables an organization to gather feedback, identify areas for improvement, and relate this data to turnover or business units to uncover potential issues.
  
  Why is it important? Onboarding surveys provide insights into the level of employee engagement and satisfaction during the early stages of their employment. By examining survey results, organizations can identify any gaps or issues that may impact employee engagement and potentially contribute to early turnover. Addressing these concerns and improving the onboarding experience can help foster a positive work environment, increase employee retention, and reduce the likelihood of new hires leaving prematurely.
  

• Exit Experience: Provides insight into the employee's experience as a leaving employee throughout their employment journey, including their reasons for leaving, satisfaction with various aspects of the organization, and suggestions for improvement. This enables an organization to understand the reasons for turnover and leverage these insights to make informed decisions to enhance employee retention, engagement, and overall organizational effectiveness.
  
  Why is it important? Exit experience survey results can provide insights into the reasons for turnover, allowing companies to identify potential areas of improvement that could reduce turnover rates. By addressing the underlying issues that lead to employee departures, organizations can save costs associated with turnover and allocate resources more efficiently.

What do I get with Visier People^® Employee Experience and what do I need to provide?

With Visier People Employee Experience, you can access:

• 80+ metrics

• 15+ questions

• 10+ stories & dashboards

• And build unlimited content

To unlock the full potential of Visier People Employee Experience, we recommend providing the following data elements:

Employee Experience
You have the opportunity to load survey data at the employee level. This includes all types of surveys, such as engagement, pulse, onboarding, exit surveys, or any other surveys—even if they are not specifically about the employee experience. And for each of them, you can provide information such as: employee ID, survey date, name, category, type, and score or text response for each question.

What does this enable? You can use this information to analyze the results of employee experience surveys and employee sentiment about various categories of the work experience, such as rewards, recognition, leadership, and overall engagement, and answer critical questions such as:

• Are high performers more or less engaged compared to others?

• How does the onboarding experience impact employee retention rates?

• What experiences should we invest in to improve retention?

• Are there any disparities in employee experience data across different demographic groups?

• Are there any patterns or trends in the exit experience data that could indicate areas for improvement in the employee experience or management practices?

• Are there any factors related to well-being (e.g., workload, stress levels) that affect job performance?

Recognition
To explore and analyze your recognition program, we can load the employee ID of the employee being recognized, the nominating individual, budget owner and approver, as well as the assigned amount or points, and the recognition category, type, and reason.

What does this enable? You can use this data to understand how recognition amount is changing overtime, who is typically recognized, the reason why they are being recognized and also the impact on engagement, retention, or well-being. It helps you answer questions such as:

• Which employees are receiving recognition rewards?

• What is the value of recognition rewards being given?

• Do recognition rewards help to retain employees?

Volunteering and Giving
To explore and analyze employee participation in philanthropy through initiatives sponsored by your organization, you can load data such as employee donations amount, employer matching donations amount, volunteer ID, and beneficiary type and activity.

What does this enable? This data will help you measure the total amount of philanthropy performed by employees, the participation rate, and the employer matching rate through your organization. It can be grouped or filtered by any beneficiary type or activity. It will help you answer the following questions:

• How many volunteer hours have employees contributed?

• How many giving dollars were received and matched?

• What are participation rates for volunteer programs?

Engagement Overlays
You have the opportunity to load your aggregated engagement results for specific questions that are particularly important to your organization. This engagement data typically comes from a third-party vendor and is pre-aggregated to protect the anonymity of the respondents. You can load the date of the survey, the overall score, and the segmentation level (your data might be aggregated by gender, job family, organization, or location hierarchy).

What does this enable? By loading this data, you can show how overall engagement is trending over time and group these scores by any segmentation you provided us with (i.e., location, gender). You can also compare this data to employee outcomes, such as resignation rates or changes in pay, and answer critical questions such as:

• How does overall engagement vary across different departments, teams, or job roles?

• How does overall engagement compare to turnover by organization?

• Do promotion rates affect overall engagement?

For more information, please refer to the following documents:

• Data Dictionary: Provides comprehensive information about the data elements.

• Application Definitions: Provides an extensive list of metrics, dimensions, content, and guidebooks that will be lit up once we have loaded these data elements.