This article was verified on December 20, 2021.
Glint believes that ongoing, frequent communications to solicit and collect employee feedback is crucial to an organization’s success. Glint offers engagement programs as a way for customers to send short, targeted surveys to their employees that will deliver rich insights which translate into actionable opportunities to improve business. Engagement is the degree to which employees invest their cognitive, emotional, and behavioral energies toward positive organizational outcomes. Engagement correlates with job satisfaction, commitment, involvement, and motivation.
In addition to four types of Engagement survey programs, Glint customers can opt into Lifecycle surveys, 360 Feedback programs, Anytime Feedback programs, and Recognition programs.
Review the programs Glint offers, the template options within each program, and why our People Science team of experts believe they will help build your business. Within the survey programs, there are two general types of program to consider:
- Organizational survey - Often administered by a global HR team and sent to all employees on a recurring cadence.
- Business unit survey - Often administered by a core business team, HR team, or a local business leader with the goal of obtaining more specific information for a particular business unit.
Read Glint’s People Science Explains: Organizational Surveys and Business Unit Survey Considerations and Best Practices. Download the PDF a the bottom of this page.
The following sections describe the Glint survey programs.
Use to get feedback at a regular cadence.
Quarterly Engagement Survey
Start with the Quarterly Engagement survey template. It includes all of Glint’s core engagement items making it an effective survey to determine a solid engagement baseline measure for your organization. The template includes items that all have benchmarks, translations, and action plans, and it has our recommended cadence and item order built in. Learn about Quarterly Engagement Surveys.
Glint Best Practice: Start with a Quarterly Engagement Survey.
Diversity, Inclusion, and Belonging Survey
Diversity (the signal that an organization values uniqueness) and inclusion (the expectation and assurance that everyone can take part in organizational life) build the foundation for a strong sense of belonging. Employees with a strong sense of belonging are more likely to be engaged. Learn about Diversity, Inclusion, and Belonging Surveys. People Science explains Glint’s DIBs philosophy .
Organizational culture influences how decisions get made, how people behave, shape experiences, and determine how work gets done. It’s important to measure your organization’s culture because culture is a group phenomenon. Learn about culture surveys. People Science explains culture reimagined.
Manager Effectiveness Survey
Effective managers help their teams feel supported, inspired, and committed to the company vision. Manager Effectiveness surveys collect feedback at important developmental stages and provide clear insight to identify manager’s key drivers of effectiveness and suggested opportunities for improvement. People Science explains Manager Effectiveness.
Monthly Engagement Survey
Monthly surveys provide the ability to ask about hot topic areas as they arise and are generally considerably shorter than a quarterly engagement survey.
Patient Safety Survey
For healthcare organizations looking to assess culture of patient safety in a valid, reliable, and simple way. This survey is the shortest and easiest-to-use Leapfrog approved survey currently available in healthcare. Learn Glint’s POV on healthcare surveying.
Team Effectiveness Survey
Designed to encourage ongoing feedback and sustainable improvement. Team Effectiveness surveys identify each team’s unique dynamics and areas for improvement and then delivers customized team action plan content, ensuring teams can take immediate action to improve effectiveness. Results can be linked to other measurements the organization gathers from Glint programs. Team Effectiveness User Guide.
Blank Recurring Survey
Create your own Recurring survey.
Use to measure something out of the ordinary. For example, a big announcement or a new program.
Employees need to be reassured that their organization and leaders are prioritizing their safety and needs and need to receive timely, fact-based, and candid communications about what’s happening, why, and the impacts it will have. Conversely, they need to express concerns and exert control where possible to protect against uncertainty. People Science explains distress surveys.
Blank Ad-Hoc Survey
Create your own Ad-Hoc survey.
Use to allow you and your team to provide feedback and suggestions anytime it feels relevant.
Distress Survey Always-On
As above, but available whenever you or an employee wants to use it. People Science explains distress surveys .
Blank Always-On Survey
Create your own Always-On survey.
An upgrade to our standard Engagement package. Email email@example.com if you are interested.
Use to measure the employee experience during key moments in the employee journey. Lifecycle dates are automatically triggered based on an event date.
With new hires there is a unique opportunity to direct their excitement and curiosity to sustainable, positive outcomes. By checking in with them often, and course correcting as needed, businesses can ensure initial excitement is used to sustain continued engagement and performance. People Science explains the importance of onboarding .
Exit surveys are the first step to helping organizations understand why people leave, the experience they had as they left, and even what they might be willing to do for the organization after departing. Past employees have the ability to be a brand ambassador or could also tarnish a business’s reputation through negative feedback and reviews. People Science explains why the exit experience matters.
Blank Employee Lifecycle Survey
Create your own Employee Lifecycle survey.
Glint feedback programs provide tools that leaders, managers, individual employees, and teams can easily adopt and use over time to support growth and development of employees at all levels.
Glint customers who have purchased Glint’s People Success Platform (PSP) have access to Lifecycle surveys, 360 Feedback programs, Anytime Feedback & Recognition programs, as well as our Team Conversations feature. If you are not a PSP customer but would like to consider adding this to your Glint package, reach out to your Account Director.
Use to help key team members build greater self-awareness of strengths and opportunities based on diverse perspectives.
Glint Manager 360 Program
Designed to support the development of leaders, managers, or other selected employees. People Science explains 360 feedback. Glint People Science Explains Development of 360 Feedback Survey Items
Create your own 360 Feedback survey.
Use for employees at any level to help them learn and grow by leveraging feedback they seek from others at any moment, in real time. People Science Explains why feedback matters. Anytime Feedback design guide.
Meeting, Project or Event
Get feedback on how a specific meeting, project, or event.
Skill or Behavior
For an employee looking to grow in a specific way that is important for their continued growth and success.
General Growth Feedback
For an employee looking to increase their impact.
For feedback around whether or not an employee’s impact is positive or may have room to improve.
Create your own Anytime Feedback program.
Use to recognize a job well done. Organizations with comprehensive recognition habits that reinforce values, align with business priorities, and bolster careers report higher engagement, productivity, and performance. People Science Explains recognition.