Growing your organisation is always a positive, especially when it’s during a crisis period – like a global pandemic. But success doesn’t mean you can sit back and relax: it’s actually a critical time for you to listen even more carefully to what your employees are saying.
Thommessen knows that all too well. One of the largest law firms in Norway, they’ve welcomed more than a 100 new lawyers in the past four years – opening new offices in Stavanger, moving to new premises in Oslo, and navigating those changes during the COVID-19 pandemic. Working with Qlearsite, they used employee feedback to make their growth sustainable.
Through success and failure, employee feedback matters. But for Thommessen, their existing survey solution was lacking – delivering the same scores every year, without providing any useful insights to work with. That led to survey response rates slipping – as both employees and department heads lost faith in the value of employee feedback.
Thommessen knew their engagement scores were thriving, as was the organisation itself. They’d seen significant growth during a turbulent period globally. But that had involved remotely onboarding 50+ new starters, while trying to stay connected as a firm. More than ever, they needed to keep listening to their teams.
With our platform, you get actionable people insights. See how it works, and why it’s the secret to organisational success.
Thommessen was introduced to the founders of our platform, who explained how Qlearsite’s surveys could help them – in particular our employee engagement survey.
What’s different about our engagement survey is you don’t just get a score. You also see the factors that influence it – the “why?” – and what areas you should focus on – the “what next?”. Thommessen liked the potential to find a clear focus, and get data to back initiatives.
As they already knew from their old surveying methods, employee contentment wasn’t a problem at Thommessen. And after running their first engagement survey with Qlearsite, it was clear that was still the case – as they saw an impressive score of 84%.
That was positive news – but as they always strive to improve, they focused on the two lowest-scoring areas that came up in the results: ‘leadership’ and ‘communication’. That gave a specific focus that was particularly relevant mid-pandemic, with the workforce largely remote.
When you join an organisation remotely, it can be hard to connect to other employees – and that can have an impact on company culture, morale, and communication. It also makes it more difficult to reach out to senior staff, as you can’t navigate the social structure as easily.
Thommessen prioritised ‘leadership’ and ‘communication’ by introducing the concept of mini-teams. Led by partners, this allowed employees to form closer bonds – and weekly catch-ups with partners allowed them a safe space to come with questions, concerns, and to chat generally about what was going on in their lives.
Thommessen proved it: when you get actionable insights – that is, data you can base practical changes on – you can really make a difference in your organisation. After sending their second engagement survey, Thommessen saw their ‘leadership’ score soar. That attention, dedication, and consideration from partners had made their employees truly back their leaders.
They also saw enthusiasm grow for their listening strategy. Not just reflected in their impressive response rate of 77%, but also from their heads of department.
Here’s why: as our platform makes it easy to create report breakdowns, HR could share engagement scores for each team. It wasn’t long before department heads became competitive – as these scores were linked to their OKRs – and were motivated to take practical steps to improve them.
With that attitude, Thommessen is sure to continue its successful growth period – and we’re looking forward to continuing on that journey with them.