Employee surveys have always played a role in HR. Typically, they involve a lot of time and a lot of work – they are big projects that happen once a year or once every two years. In most cases, because of their size and complexity, analysis takes a long time and we are left with a static, moment-in-time view of what was going on in the organization at the time of the survey. Unfortunately this often leaves HR in the position of reacting to what was, rather than responding to what is and planning for what will be.
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