Perceptyx

“The experience I’m going to get here, the software I’m going to get, the white gloves service I’m going to get…I know the level I’ll receive.”

“I really do think of this as a partnership and Perceptyx as a partner,”

“The education industry is evolving rapidly, and Cengage is an organization in flux, so we need this level of speed and agility to remain a leader in our field.”

“What Perceptyx’s dashboards have done is empower our managers to take action without even having to tell them.”

“Having data access to this extent has driven both macro and micro change,”

“it feels like you have an I/O consultant on your team, that they’re helping and thinking about Cengage instead of just doing a job they were contracted for.”

“When we are trying to improve our dashboards in other areas, I keep saying, ‘How do we make [this dashboard] like Perceptyx?’ Because Perceptyx has a thoughtful, flexible platform that allows people to get exactly what they need, even if they only have five seconds, but it’s also deep enough to give you what you need if you’re taking five hours to look at and digest the data.”

“We don’t have executives asking us for cuts of data.”

“You need to know the data you want, so you have a real vision for your listening program — not because Perceptyx couldn’t help an organization get to that point, but because, as in our case, knowing what we needed quickly got us to a true partnership, a place where we see each other as peers and equals,”

““Right now we’re updating the “Ways of the Carhartt Leader” program to incorporate a greater emphasis on inclusivity,””

““but they’ve been great to work with from a project management and consultation standpoint as well. The customer service is fantastic. They are always supportive of helping us do what we want to do.””

““An onboarding survey ensures we are hitting the mark with welcoming new hires who start their employment remotely or onsite so they feel the same sense of belonging and inclusion,””

““We’ve seen a focused and consistent response in action planning. We’ve been able to open up the survey dashboard to our leadership population which has allowed us to share more department-specific results than ever before. It’s an easy and meaningful process for them to dive into their own team’s responses.””

““Feedback is the important thing—a score is just a score. Our interest was in improving the overall experience, and to find those opportunities, we needed to dive deeper.””

“Prior to Perceptyx, data access was restrictive and it was on an internal dashboard that was hard to navigate,”

“Perceptyx came in and created this sustainable way of using the listening history we have while getting us much closer to the voices of all our employees, making sure these essential workers can let us know how they’re feeling so we can let them know we’re acting on their responses. I believe we found Perceptyx at the right time. You’re paying tribute to where we came from and to The BAYADA Way while also helping us pull this listening piece of our culture forward.”

“When I presented at Perceptyx’s INSIGHTS conference , I talked with our consultant about the process through which we moved from annual census surveys to continuous listening. When we launched in 2020, were we super ready to do this? No, but we’re figuring it out along the way. I think all organizations have to get to a point at which they realize, okay, we’re just going to do this anyway and we have to get comfortable with the uncomfortable, then plan to continuously evaluate and improve. There’s an art to knowing when to rip the band-aid off.”

“I’ve said before that I work with Perceptyx more than BAYADA sometimes. I’m always talking to them or checking in, working together on different projects, and it’s helpful to have a team working with you rather than just an implementer or a customer service number that we would have to call to put in tickets. The ability to have a full team to rely on and work with makes a huge difference.”

“We’ll look at a practice level for each of us as strategic talent partners to see what the big themes are this quarter, and then look to see if a specific office is not doing great — it’s in the red, data-wise, for multiple quarters — we can target it to figure out why it keeps scoring low on, say, three particular questions. I love how you can pull action plans and presentations straight from the dashboard. It’s a wonderful feature, making it so easy to understand your results.”

“As a strategic talent partner, it is a big piece of our role to be able to go in and see our whole practice, a division, or an office, so this truly made us partners in helping the offices and practices do their action planning,”

“Our CEO David Baiada started doing weekly town halls where he’d pull up our survey results and say, ‘Here’s what you folks are saying. You’re not feeling safe, you’re not feeling comfortable? Okay, let me address that now. You don’t know where to go for supplies? We’re going to take action on that.’ The survey results completely changed the way leadership was able to communicate to the employees.”

“Overwhelmingly, when we surveyed whether employees felt comfortable going back into the office, the answers came back no — they weren’t comfortable yet,”

“The surveys we administered during COVID were pivotal in shifting that mindset, and everybody was sent home for a very long time. Support office employees who typically sat in the corporate headquarters were sent home and worked remotely, and to this day we have more flexibility in terms of deciding about that.”

“Previously, we would survey once a year and share the results during a webinar,”

“I think there was a fear that participation would decrease, a huge fear around survey fatigue,”