There is plenty that human beings can do well, but at the same time, there is little we do better than growing on a consistent basis. This tendency to improve, no matter the situation, has empowered the world to hit upon some huge milestones, with technology emerging as a rather unique member of the group. The reason why technology’s credentials are so anomalous is centered on its skill-set, which was unprecedented enough to realize all the possibilities for us that we couldn’t have imagined otherwise. Nevertheless, a closer look should be able to reveal how the whole runner was also very much inspired by the way we applied those skills across a real-world environment. The latter component was, in fact, what gave the creation a spectrum-wide presence and made it the ultimate centerpiece of every horizon. Now, having such a powerful tool run the show did expand our experience in many different directions, but even after reaching so far ahead, this prodigious concept called technology will somehow keep on delivering the right goods. The same has grown to become a lot more evident in recent times, and assuming one new HRM-themed development pans out just like we envision, it will only propel that trend towards greater heights over the near future and beyond.
Qualtrics, the leader and creator of the experience management category, has officially announced an updated version of its solution for frequent employee listening named Qualtrics Pulse. According to certain reports, the new update can analyze employees’ feedback and then distribute it to leaders and managers so to allow quicker and more efficient decision-making across the board. But how does that work on a more practical level? You see, from here onwards, HR teams using Qualtrics Pulse can set-up an ongoing program that automatically solicits employee feedback from specific teams. Once the feedback enters the system, the technology then converts it into real-time actionable insights for more seamless comprehension before passing it on to the relevant team or individual.
“Senior leaders are facing challenging economic headwinds—which often result in fewer resources. They have to navigate difficult organizational changes and rely more on overworked frontline managers to keep their teams focused, supported and productive,” said Wojtek Kubik, Head of Employee Experience Product Management at Qualtrics. “The new capabilities in Pulse empower leaders and managers to more quickly and efficiently improve employees’ experiences at work and retain top talent.”
The development provides an interesting follow-up to one research conducted by Qualtrics, a research which revealed how nearly 87% of HR leaders say their organizations should be more nimble, whereas over 82% of HR leaders believe their organizations should listen to their employees more frequently. Now, mind you, this is not the first time we are witnessing a solution that focuses on improving employee feedback mechanism, but most of those previous mechanisms collect and relay the feedback on an annual, or in best case scenario, quarterly basis. Qualtrics Pulse’s real-time capabilities, therefore, mark an important breakthrough within the HRM space.
“It is incredibly important for us to keep an ongoing pulse of how our teams are feeling and what they are thinking in order to recruit and retain world-class talent,” said Matt Turner, director of caregiver experience at Intermountain Health. “Partnering with Qualtrics, we’ve been able to efficiently and effectively listen to our caregivers on a continuous basis enabling us to take quicker action to improve our culture.”
Founded in 2002, Qualtrics has risen up the ranks by helping companies identify and resolve points of friction across all digital and human touchpoints in their business, something which goes a long way in retaining your best employees, as well as your best customers. The company’s excellence in what it does can also be validated through the fact that more than 18,750 organizations around the world currently rely on Qualtrics to take care of their workforce.
