Satisfaction surveys : Regularly conducting anonymous surveys among employees allows you to get a clear picture of their feelings about the work environment. Questions can include satisfaction with work-life balance, interpersonal relationships in the team, opportunities for professional development, and a sense of belonging to the company.
One-on-one interviews : While surveys are useful, sometimes one-on-one interviews with employees can provide deeper insights into their experiences. During the interview, you can learn what employees value about the company, as well as what areas they find challenging. Feedback on a more personal level often reveals specific aspects that cannot be fully expressed through survey responses.
Focus groups : If you organize focus groups, you can get collective feedback that covers different perspectives within the teams. Such sessions enable employees to openly discuss their experiences and share their thoughts on company culture, internal communications and motivational aspects.
Employee turnover
Reducing employee turnover is one of the most important goals of any employer branding strategy. A high turnover rate often signals that employees are not satisfied with working conditions, that taiwan whatsapp data they lack opportunities for professional growth, or that they do not see long-term opportunities within the company. If your employer branding activities solve these challenges, the decrease in turnover will clearly show that the strategy is bringing results.
Employee feedback and turnover data help you understand what factors contributed to employees staying with the company or, conversely, why they decided to leave. Employer branding activities can play a role in employee retention by strengthening a sense of belonging and connection to the company.
How can employee turnover show the effect of activity?
Reducing the number of departures : Monitoring the number of employees who leave the company before they reach a certain period (e.g. two years) can give you a good insight into the effectiveness of employer branding activities. If you see a decrease in the number of employees who leave in the first few years of work, it may mean that they feel more connected to the company and see a long-term perspective in it.
Reasons for leaving : In addition to tracking the number of departures, it is also useful to understand the reasons for which employees leave the company. Exit interviews can provide you with more detailed information about what led to their decision. If you notice that reasons such as better pay or better benefits are becoming less frequent, it means that your employer branding activities, which include improving working conditions and benefits, are yielding results.
Employee retention rate : Monitoring the employee retention rate, i.e. how long employees stay with the company after hiring helps you assess how successful your employer branding efforts have been in creating a stable and long-term work environment. If the retention rate increases, it may be an indication that employees are motivated to stay longer with the company because they see the value the company offers.
Reducing employee turnover directly contributes to the long-term stability of the company. When employees stay longer, the cost of rehiring, training and onboarding new team members is reduced. In addition, loyal employees often become the bearers of the company's culture, which further strengthens the employer brand.