Employee Engagement

To view the case study of British Telecom Wholesale by Melcrum Publishing click here

Click Here for Melcrum Publishings Report:
Employee Engagement - How to Build a High Performance Workforce

Reducing Turnover and Absenteeism

eePulse was hired by several clients to specifically reduce turnover. We have been successful in doing so in several ways. With one client, we reduced turnover by 28% within a six-month period of time (during that time all comparable sites increased turnover). The executive team had limited money and resources (time). They knew there were many things that could be fixed, but Pulse data allowed them to determine which issues were of concern to the greatest number of employees. And because the Measurecom® system is confidential but not anonymous, the team at eePulse could cut the data by "high performers" and "lower performers." That allowed the management team to understand which issues were threatening their ability to retain high potential employees and spend their valuable time and money accordingly.

Averting Legal Issues

"Although not its primary purpose, eePulse addresses two employee litigation related concerns: the early identification of employee grievances and the documentation of employer-employee communications." Mark Roehling Ph.D., J.D. (an expert in employment law).

In one client situation, an employee provided comments to the effect that she was being sexually harassed. The eePulse account executive researched the company's policy on sexual harassment and provided guidance to the employee, asking the employee to speak with someone in the Human Resource Department. In this case, the employee chose not to talk to HRM but instead, though dialogue, identified the specific instance that caused the employee to feel harassed and directly spoke to the manager about the incident. No further problems occurred, and the employee was very pleased that she handled the situation on her own.

In another situation, a female employee was passed up for a promotion and believed that it was gender discrimination. A male had been brought into her department in a higher position and pay level. eePulse suggested that the employee talk to someone in Human Resources. HR did some research and clarified that the discrepancy was simply an issue of misperception. This enabled the company to address the issue before it got out of control.

Case Studies

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