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Platform Tip
Matching Demographic Headers
Demographics are important when you want to make the most of your survey feedback and break down your results into actionable insights. That's why it's crucial to ensure the demographic information from your employee census file is being picked up correctly by the platform.
If you're finding that certain demographic data isn't showing up in the platform, it's often because the column header name in your employee census file doesn't match the custom name you've set in the platform. For instance, if your file says, "Position Title" but the platform expects "Job Title," the information won't import correctly. This mismatch is a common issue that can affect how well your data integrates.
To correct this, make sure you update the custom name of the demographic in the platform to match exactly what's used in your employee census file. After that, re-import your employee census file, and the platform should pick up that demographic info without any issues. Easy fix!
For step-by-step guidance on how to change the custom name of a demographic in the platform, check out our Create Demographics article. Also, refer to our Census File Specs & Requirements article for more tips and best practices to ensure your employee census files import smoothly into the platform. These resources will give you all the details you need to manage your data effectively.
Two Clients See 5-Year Engagement Trend
These two organizations have been long-term clients of People Element and have consistently seen improvement in their employee engagement levels over the past five years. Read more about how they have achieved success in their employee feedback strategies.
Prosser Memorial Health
This healthcare organization has focused on promoting survey participation, prioritizing their people, focusing on transparency, and much more. Read how they have increased their employee engagement 20% since 2019.
This transportation organization has made communication and action planning a focus to ensure their drivers are kept in the loop. See why they have been named "Best Fleets to Drive For" and reached 88% engagement levels.
Employee well-being is a critical focus for organizations today, no longer viewed as a passing trend but recognized as essential for achieving organizational success. Prioritizing well-being leads to increased productivity, reduced turnover, enhanced talent attraction, improved morale, and higher engagement levels. It’s clear why companies are placing a premium on employee well-being.
While launching a well-being survey is a positive step, determining the right time can be challenging. So, when would be a good time to launch your survey?
Annually: Run a well-being survey on a set cadence for continuous improvement. Conducting an annual survey allows for tracking trends over time and evaluating the impact of ongoing initiatives.
During external stressors: Assessing well-being during periods of heightened external stress, such as economic downturns or health crises, is particularly crucial.
After organizational changes: Significant organizational events like mergers, restructures, reduction in force or leadership transitions provide ideal opportunities to assess the impact on employee well-being.
Included in another employee survey: Many organizations include well-being-related questions in their annual employee surveys. While this integration is beneficial, prompt evaluation of well-being should not be delayed if immediate concerns arise.
For more insights on conducting effective well-being surveys, refer to our Well-Being Survey Best Practices. Additionally, explore People Element’s customizable well-being survey template on the People Element platform for tailored solutions to meet your organization’s specific needs.
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