Employee surveys can allow you to capture great insights into employee engagement and belonging. This video helps you learn what questions to include in your employee survey's and how these questions can drive insights in to drivers of employee engagement and belonging. Additionally, learn about other informal indicators that promote belonging and engagement within your workforce.
- When I first started talking about DIBs, it happened by accident. I was asked to speak at a Professional Business Women's conference about diversity inclusion. I'm an introvert. I was asked to be on a panel. That's super easy for me. I just do this Q and A thing and I'm done. I don't overstress, perfect. Well, then the moderator pulled a fast one on me like two weeks before the event. She was like, "Hey Pat, "do you mind doing like a Ted-like talk on diversity?" Then I started sweating. I'm like, "I don't, I'm, why?" It's a diversity event, they should know what diversity is. I don't need to do it. She goes, "No, I want to talk about how you feel. "How do you feel about D&I as a talent leader?" No one in my career has ever asked me that, ever. And I was appalled I didn't have an answer. And I said, "I'll get back to you." It was that night when I was thinking about diversity inclusion, myself as a female with a learning difference. I have a daughter that has special needs. I've, you know, have friends and people around me that have had different experiences and I realized that D is a fact. I can't, that's an immovable object. It is there. You have acts of inclusion that are underperforming, shall we say, in terms of its intent. And I realized in that moment that the D&I were necessary, but not sufficient until you grab my heart in this. You leave so much on the table, like momentum, like real movement happens when you grab the brain and the heart. And so then DIBs came to be and I shared DIBs at PBWC event and they're like, "Wow, I never thought of belonging" and told my story when I didn't belong and when I did, and it triggered learning for me. And I want to know, was I alone? Was I alone in needing this? I am craving community. You have no idea. I want to belong. I want to know I'm needed. I want to know that you seek me out 'cause I'm different, that I'm a little quirky, whatever that is, but I want to know that you want all of me and not just a portion of me. So that day, I turned around to my team. Now mind you, I had the privilege of having a team that run the survey, so I said, "I want you to research for me "the belonging questions." Every company does diversity questions, inclusion questions. Do you feel respect? So and so forth, but find out the salient questions that really drive home belonging. They gathered the different research from universities and different institutes. They offered me like, 10 choices. I picked five, and we created a DIBs index. So we had five questions on diversity, five on inclusion, and I snuck five in on belonging. I was blown away 'cause when you pull them in totality, and you looked at the correlation of information around the world of a company 10,000 plus employees large, growing, that the two biggest correlations to engagement and intent to stay was a sense of belonging. And the questions were, when something bad happens, I know someone cares about me. And two, I have friends at work. And I was blown away. Like, I knew belonging mattered, but to have all my employees tell me that, I was like, amazed. Like, people will take less pay, a lower title to do their best work and be purpose driven. And if you unlock that diversity, if you look at how you treat them and really respond to them, you get huge loyalty and you uplift them and give them this power that without that would be shame. So the DIBs index gives you the compass for action.
- Determine what prevents a company from being equitable.
- Explain the importance of storytelling.
- Construct how an interview process should work that would enable you to hire diverse talent.
- Describe the purpose of listening to employees.
- Determine the factors for choosing DIBs role models in a company.