How can you meet the needs of your employees in an uncertain time? What do they truly want?

How much could you increase engagement…
if you truly understood the issues that matter most to your employees?

How much more could your team accomplish…
if your employees believed that you were the ideal place to work?

How much easier could you sleep at night…
knowing you had accurate and timely feedback from your employees about how they feel?

Ideal Diversity and Inclusion

Sherpa Insight's Clarity Survey is now part of Pope Consulting's Culture Climate Assessment

Diversity issues are typically uncomfortable for individuals to identify and describe, especially in front of others. The online Culture Climate Assessment, provides the anonymity and emotion-first focus necessary for such disclosures.

Pope Consulting

Inclusion Leadership Digital Course from Pope Consulting

Identify tools and behaviors that can be applied in everyday interactions to create more inclusive relationships with this action-based learning platform from Pope Consulting.

Transform your organization with individual action plans and increased understanding of how biases impact relationships and results.

Going Beyond Focus Groups

Create a truly safe space for your employees to express what they need from you

Although most companies routinely administer superficial employee surveys, the vast majority of companies never ask employees about their expectations for their job experiences, and of the few companies that do ask, focus groups and interviews are, unfortunately, the research tools of choice.

Unfortunate because these qualitative research methods are most often limited to rational, publically-expressible responses as employees feel compelled to censor what may be their true feelings and present their most responsible, rational selves in front of others. Focus groups tend to be dominated by a few opinionated participants and in interviews employees are even more likely to put on their best, rational, intellectualized self. Because of this, less rational but important egocentric needs and critical emotional expectations are almost never revealed, e.g., maintaining pride in themselves and being recognized for their accomplishments, living without fear of job performance failures, etc.

Consequently, company leaders are left to guess what employees want or simply shape the job experience based on negative feedback from those ‘disgruntled’ employees that complain. In such settings, the majority of employees may be marginally unhappy and dissatisfied but bear up with their peers under the vestiges of the ‘cod liver oil’ approach. Unfortunately, in these less than ideal conditions, a company’s best, high performing employees may leave for greener pastures. Most often this loss of great talent is simply accepted by company leaders as they compare their company to mediocre competitors who are also dealing with similar rates of ‘high performer’ loss.

Uncover what your employees truly feel

The methodology is called Clarity and it is a short, anonymous, online, open-ended survey that encourages respondents to imagine and describe an ideal product experience by identifying how they would feel (emotions) and why they would feel that way (the product attributes or benefits driving those emotions).

This survey was developed and validated by Dr. Curtis, a neuroscience-trained clinical psychologist, to use as a tool for determining the issues behind morale problems on athletic teams. Interviews with team members had proven to be inadequate as team members were hesitant to complain or reveal their egocentric expectations for their college athletic experience. The Clarity anonymous, emotion-first survey (how should you feel and why would you feel that way), however, allowed each athlete to describe his or her imagined, ideal athletic team experience.

Get to the Ideal with the Culture Climate Assessment