Employee Listening Strategy

The organization supported a geographically distributed workforce in fast-paced, high-demand roles. Traditional annual surveys were insufficient for capturing real-time sentiment or triggering timely interventions, especially in regions facing elevated attrition, safety risk, and operational strain. 

• Capturing meaningful, actionable employee feedback in high-turnover, frontline environments (beyond reporting)
   
• Ensuring survey participation without disrupting operations
   
• Translating listening data into timely, actionable insights for leaders
   
• Connecting employee sentiment to retention, safety, and performance priorities
   
• Avoiding survey fatigue while increasing trust in the listening process

• A recurring pulse listening strategy to complement enterprise engagement surveys
   
• Targeted survey deployment in high-risk or high-change regions to maximize insight relevance
   
• Partnerships with People Analytics to analyze trends and identify priority drivers
   
• Leader-ready dashboards integrating engagement and operational performance data
   
• Structured guidance and enablement for leaders on interpreting results and taking action

This listening strategy was intentionally integrated with broader employee experience and engagement efforts, ensuring feedback drove targeted action aligned to key organizational priorities. 

• Engagement survey participation reached 74.3%, signaling broad trust and relevance in the listening approach
   
• Pulse insights informed targeted interventions in regions with elevated attrition and safety risk
   
• Leaders gained clearer visibility into employee sentiment alongside operational performance metrics
   
• Listening data strengthened decision-making by grounding action in real-time employee feedback
   
• Trust in the listening process improved as leaders demonstrated visible follow-through and accountability

This work demonstrates my ability to design employee listening strategies that move beyond measurement, enabling leaders to act on feedback in ways that support organizational priorities, from engagement and retention to safety and operational performance, at enterprise scale.