How to use exit survey data to improve your focus groups

Here’s one expert’s take on pulse surveys, focus groups and how to take engagement data to leadership.

Ragan Insider Premium Content

Collecting data on employee experience and engagement is a cornerstone of internal communications. But just like the modern workplace, best practices for surveys and focus groups are always changing.

In a recent session of Ragan’s Employee Communications & Culture Conference, Lisa Vasquez-Fedrizzi, SVP of people and culture with Lippe Taylor, addressed the best ways to take the pulse of your workforce on important topics.

Focus groups

Vasquez-Fedrizzi says with focus groups, it’s important to provide an incentive for employees to participate. This, she says, will help encourage workers to give their non-varnished opinions.

“I think it’s important that they’re giving their most honest, most transparent feedback, which can be a little nerve-wracking for people,” she says.

Try providing participants with gift cards or half-workday incentives in exchange for their cooperation.

“A little reward at the end, as a thank you from us, is very helpful,” Vasquez-Fedrizzi says.

When you’re planning the focus group, Vasquez-Fedrizzi also advises using a third-party facilitator to run the event. The key, she says, is to give the facilitator your talking points and to remind them that it’s a safe space for employees to have an honest conversation.

To read the full story, log in.
Become a Ragan Insider member to read this article and all other archived content.
Sign up today

Already a member? Log in here.
Learn more about Ragan Insider.