Find out what your employees are really thinking with our world-class Employee Experience (EX) survey solution.
Based on one of the world’s largest normative databases of employee opinion, Korn Ferry Listen combines cutting-edge technology and market-leading research-based content to give you:
Whether you are looking for an annual census survey or a new continuous listening strategy across the employee lifecycle, Korn Ferry Listen offers you the cutting-edge solution you need.
As a Korn Ferry Listen client, you can:
Gain breakthrough insights across all touchpoints of the employee experience with Korn Ferry Listen. Our world-leading customized employee survey programs determine how engaged and enabled your employees are – and help you understand why.
These insights will enable you to attract, motivate, and retain talent more effectively and through it, improve business performance. Korn Ferry Listen combines powerful, market-leading digital employee experience survey tools with one of the world’s largest normative databases of engagement and culture intelligence.
Korn Ferry and Qualtrics have partnered to combine the industry’s most-informed strategy solutions with the world’s leading experience management platform to design and deploy employee listening and engagement programs for business.
Only Korn Ferry - in partnership with Qualtrics - can gather and display employee feedback in real-time, identify and analyze organizational and talent levers that link to operational metrics, and provide world-leading advisory services to improve your business’s results.
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Korn Ferry Listen, our world-leading EX-based consulting and customized employee engagement survey programs, help your organization determine how engaged and enabled your employees are. Backed by SAP Qualtrics’, and with industry-leading research, IP and benchmarks, Korn Ferry Listen helps you not just measure your employee engagement, but understand what your employees need from you and how to use your engaged employees’ to drive your business further.
Korn Ferry Listen brings world-class EX-based consulting, employee engagement survey solutions, IP and benchmarks so organizations can discover what their employees think across all touchpoints of the employee experience.
According to our research, your company will enjoy better results when levels of employee engagement and enablement are both high. That’s why we measure not just how motivated your people are (engagement) but also whether they have the tools and environment to do their jobs (enablement).
We offer a range of surveys to meet different business needs.
We’ve added award-winning SAP Qualtrics technology to our employee experience survey platform to give organizations an even more flexible and engaging user experience.
Before an organization can improve its employee experience, it has to know what’s driving employee perceptions and motivations. Annual employee engagement surveys allow organizations to collect information from a broad cross-section of employees on a wide variety of topics efficiently, all at the same time.
These surveys provide a wealth of information to organizations about employee motivations, including what employee experiences and work environments are most motivating to employees and how organizations can improve performance at the individual and organizational levels.
Employee engagement is the commitment that employees feel toward their organization. Engaged employees feel pride in working for their company, intend to remain part of it, and are willing to recommend their organization to their friends and family.
Employee motivation is a critical component of employee engagement. Motivation is an employee’s willingness to contribute discretionary effort, or, in other words, to go the extra mile for their organization. There are two main types of motivation: intrinsic, or internally derived, and extrinsic, or externally derived.
Employees feel intrinsically motivated when they take part in employee experiences that tap into their self-concept and personal drive, such as tasks they find personally interesting, enjoyable, or rewarding. When work aligns with an employee’s attitude and value, or is otherwise meaningful, they feel excited, accomplished, and satisfied.
Employees feel extrinsically motivated by their employer’s actions, such as the promise of compensation or other rewards or incentives, or by the actions of a manager or leader or peer influences. External motivators can be effective at encouraging employees to perform at higher levels, so long as employees understand how they’ll be evaluated and what success looks like. And, of course, the volume of work has to align with the expected payout.
Both intrinsic and extrinsic motivation are key components of employee engagement. But most organizations don’t know whether their employees are engaged. And the majority of organizations aren’t doing enough to motivate their employees to excel at their jobs, which hurts their performance.
Employee engagement is critical to companies for three main reasons.
On the other hand, disengaged employees negatively affect everything from workplace morale to customer service, product quality, productivity, and sales.
For these reasons, organizations should study the employee experience and determine whether their employees are positioned in ways that advance the organization toward its goals.
Korn Ferry has seen a number of organizations with high employee engagement struggle with performance issues. Even if these organizations have taken steps to energize their employees with appropriate goals and objectives, employees aren’t optimally productive in their jobs. That means employee engagement alone is not enough to sustain maximum employee or team effectiveness.
Our research has shown that 67% of employees globally are engaged, but their personal motivations outweigh their external, company-driven motivations. Only 59% of employees believe that their company motivates them to do more, compared to 70% of employees who feel intrinsically, or personally, motivated. Too many employees don’t feel confident in their ability to achieve their career objectives, are lacking the authority they need to do their jobs well, struggle to receive support from other teams, and find their organizations poorly organized and structured.
This motivation gap is pervasive, across every geography, industry, and employee demographic. That means organizations must ensure their employees are engaged as well as enabled. While engagement is the “want to” of work, enablement is the “can do”: it concerns whether employees’ skill and abilities are being fully used in their roles and whether the organization’s environment supports them.
In short, organizations need to improve the motivation and resources they deliver to employees to fully harness their workers’ energy and enable them to perform at their best. They need to optimize the employee experience.
For an employee experience that enables employees to achieve at the highest levels, organizations must do two things:
When a significant gap exists between an employee’s internal and external motivation, employees may seek additional motivation from the organization in the form of higher compensation and rewards or promotions, or they may disengage and look for other employment opportunities.
This is where employee engagement surveys come in, ensuring that organizations have a comprehensive understanding of the employee experience.
The employee experience is everything an employee encounters, perceives, or feels at work that matters to them. Employers that respond to this experience are more likely to attract and retain talent and drive employee performance.
You can improve performance through better engagement or better enablement alone. But to achieve the most impressive results, you need to combine them. Organizations with high employee engagement and enablement generally have higher employee productivity, customer satisfaction, revenue growth, and net profit. They also experience significantly lower employee turnover. Research shows that your people who are both highly engaged and highly enabled will be 50% more likely to perform better than you expect and 54% less likely to cost you money by leaving your organization.
Your organization can close any gaps in employee motivation, maximize the return on your employee engagement efforts, and see measurable increases in your employee experience in just three steps.
First, you must identify any misalignment. Survey the workforce to determine where the most significant gaps in employee motivation exist. The greatest gaps indicate employees who are at the highest risk of disengagement or attrition. With information from employee engagement surveys, such as Korn Ferry Listen powered by SAP Qualtrics, you can start building action plans to target these employees.
Second, strive to increase employees’ extrinsic motivation. Use employee engagement survey data to discover where to pull levers to enhance extrinsic motivators, which are the primary source of motivation gaps. Increase tangible rewards, such as bonuses or incentives, or build other supporting structures to improve the employee experience. Some options include:
Third, nurture intrinsic motivation. Consider how to improve the meaning and fulfillment that employees find in their work. Focusing on the key drivers of employee engagement can improve intrinsic motivation, and it’s critical to ensure alignment between internal and external motivation, so be sure that any external rewards don’t negatively affect the factors that drive personal motivation.
By building a program to monitor employee engagement, organizations can focus on improving employee experience, eliminating motivational gaps and increasing intrinsic motivation.
Traditionally, organizations conducted employee engagement surveys yearly or every other year to get an overall picture of employee satisfaction. But pulse surveys and polls that collect data monthly, weekly, and even daily are more common today: they’re faster, easier to conduct with today’s technology, and less cumbersome than annual surveys. Moreover, continuous feedback gives organizations better insight into key metrics, emerging issues, and areas of significant organizational change.
Organizations can use pulse surveys to focus on key groups (such as business units, job levels, and functions) to gain an in-depth understanding of the employee experience. To be most effective, organizations implementing pulse surveys should do three things.
Korn Ferry offers three pulse survey options:
Leading organizations know that their people are their most valuable asset, and when they lose people, it can be incredibly costly. High-performing organizations use employee experience surveys to learn why people join their organization as well as why they leave. Then they use that information to retain their top talent.
Korn Ferry life cycle surveys allow organizations to survey their employees at key points in their employee journey. Organizations use life cycle survey feedback in conjunction with annual surveys and pulse surveys to assemble a complete picture of how the employee experience changes over time.
Korn Ferry Listen is a survey platform that enables organizations to collect and analyze feedback from employees quickly, easily, and in real time—whenever they need it. Organizations can launch multiple surveys of any available combination of demographics within minutes.
Organizations can choose from two ways to create an employee experience survey: they can build their own custom survey to address an issue specific to their business, or they can choose from proven Korn Ferry surveys, including these:
Users can view Korn Ferry Listen’s online dashboard to see results in real time, then drill down into survey results using the platform’s advanced data aggregation capabilities; for example, demographic filters allow users to explore patterns within and across employee populations. Organizations can also understand their data in context by comparing their data against internal and external benchmarks: Korn Ferry has one of the world’s largest databases of opinion information, having surveyed more than 8 million employees worldwide.
When organizations opt for Korn Ferry Listen powered by SAP Qualtrics, they get access to a best-of-breed employee experience management platform and expert technical support from SAP Qualtrics alongside Korn Ferry’s expert implementation and engagement advisory teams.
The most effective employee engagement surveys aren’t one-size-fits-all; they’re tailored to the company’s needs. While Korn Ferry Listen gives organizations powerful self-service tools for designing and deploying surveys, Korn Ferry also offers three types of services that enhance the Korn Ferry Listen experience: product services, implementation services, and advisory services.
Product services are a core set of support services designed to help organizations get the most out of their survey program. There are three levels of service:
Implementation services help organizations with hands-on project management support and assistance in managing survey logistics, freeing them up to focus their efforts on responding to survey results.
Our advisory services provide a range of options, including access to our broad consulting capacity to help organizations take targeted actions and implement lasting change, such as connecting survey processes with business and talent priorities, conducting more advanced analyses, and designing and implementing change initiatives.
HR leaders have long understood the value derived from HCM - but HCM isn’t optimized to meet employee expectations or fully unleash their potential, primarily because of its very nature: as a non-people-centric, top-down, series of HR processes and systems that fundamentally views people as commodities.
HCM is fundamentally transaction-focused and, as a result, neither its systems or processes has ever been really designed to capture, evaluate, or act on employee experiences or expectations and empower people – the very things that can be a deciding factor in the extent to which employees choose to unleash their discretionary energy and drive organizational performance.
Hence why HXM is now coming into its own. Human Experience Management (HXM) is the next-step evolution of HCM. While HCM will always be valid and valuable, HXM lets organizations go beyond that transactional relationship and reinvent employee experiences for everyone – from candidates, new hires, and employees, to managers and HR leaders.
So how does the Employee Experience (EX) fit into this? Put simply, EX is the means by which organizations can fundamentally enable, execute and deliver HXM. As such, EX is at the core of HXM and is its guiding principle.
With the 2020 Covid crisis, we saw the use of data and analytics - enabled by technology platforms – acting as accelerators for enabling individuals and organizations to make better and more intelligent decisions.
And, in many respects, this is analogous to the Internet of Things (IoT) as regards manufacturing. For example, when sensors tells you this machine is a needs repair or maintenance or now's the time to refill your inventory, they use that sensor data to gain intelligence and make better, more intelligent, manufacturing decision or supply chain decisions.
Similarly, Human Experience Management (HXM) is also fundamentally about gaining data and information about human interactions in the workplace – and using that capability to gain insights and connect people to an organization’s purpose, to the skills required, and to give an organization feedback in how to operate better. In short, HXM in this context, is about having that much more key information that can help organizations accelerate.
Looking at our partners, SAP SuccessFactors and SAP Qualtrics are enablers of HXM insofar that their platforms will help generate data. But what comes from that HXM data, however, and where we come in, is not only the intelligence derived from that data alone, but the ability to connect (the intelligence gained) to factors around human motivation, awareness, consciousness, decision-making and leadership behaviors – that confer true insights and let organizations behave better and make intrinsically better decisions that drive both business and financial performance.
And again, leveraging the employee experience (EX) is how organizations can deliver HXM.
Korn Ferry Listen powered by SAP Qualtrics is a survey research solution that helps organizations generate breakthrough insights so they can attract, motivate, and retain top talent and improve their operating effectiveness.