Dr. Pari Namazie

26 Sep 2019 | Organizations & Leadership

Transcript:

“The size of company and industry doesn’t matter. We can always use the data to do different cuts, so it could be across divisions, it could be across sectors. But again, if it’s a very small organization, you don’t really need a survey for that. That could actually be done with a verbal discussion with a consultant, which would be more qualitative and also very interesting.

The important thing at the end of the day with an employee engagement is that you want to hear your employees’ voice, and they need to be heard. And some of the discussions I have with employees after, when I do an action planning session with them, so I would share the results with them and ask them, “What do you want to see?” And a lot of times, they turn back to me and say, “Why are you asking us that?” And I always tell them, “Because this is for you. If you want to make change, let’s make change. But it has to come from you.” So that’s a beautiful discussion too, that they are involved in the change process, and what is important to them, what they want to see improved, we do that together with the organization.”

How could your company benefit from an employee engagement survey? Contact us, we are happy to advise you and answer any questions in a personal and non-binding conversation!

Dr. Pari Namazie | Managing Partner

Pari is a coach, consultant and facilitator and has over 25 years of experience as an intercultural, HR and organizational improvement consultant to multinational and international companies. Read more