In the uncertain, volatile and competitive conditions of the business world, one of the most important elements of survival and sustainable success seems to be high employee loyalty and motivation. Institutions that regularly measure employee loyalty and motivation, allocate time, effort and budget to improvements in this area, and continue these efforts under all circumstances, make a difference both in the market in which they operate and in the labor market.

In this research approach, employee satisfaction is measured in detail by collecting data both online and face-to-face, over the main indicators of employee engagement and motivation, and 15 different dimensions that affect loyalty.

With the provided norm data, reports made in different breakdowns (department, location, collar, etc.) and the evaluations of our subject expert senior consultant staff, strengths and areas open to improvement are examined in detail and an improvement roadmap is created.

 

With the focus groups that seek answers to "Why" and "How" questions from the perspective of Employee Experience, it tries to find the root causes of the factors that affect employee loyalty, motivation, organizational climate, internal customer relations, and the factors behind employees' opinions, feelings, thoughts, behavior, motivation. We collect data on real insight elements that cannot be measured directly, such as

We can use focus group studies for many different purposes such as exploration, action inference or hypothesis generation before or after quantitative research or individually.

We conduct online or face-to-face studies with participant groups of 8-10 people within the framework of a predetermined flow, report the results in accordance with the study objectives and create action suggestions.

 

Recruitment Research: It is a research that determines the necessary development areas by investigating the commitment and motivation of new employees in their 1-2 month period. It is applied to take the pulse of the newly recruited employees and to prevent possible separations in the first months.

Layoff Survey: It identifies the possible reasons for leaving employees and is used to reduce the company's turnover rate. It is a type of research that is demanded in companies where layoffs are high.

In both studies, employee experience contributes to keeping the pulse and accelerates the actions to be taken.

 

EVP studies are studies to determine how the institution will differ from its competitors or industry norms in terms of the value propositions it will offer to its current and potential employees. It is a method frequently used by companies that want to attract potential talents, get talented candidate applications and retain potential employees.

Starting from the top management, the managers and HR team agree on the roof value proposition to be presented by the company, and the basic principles are revealed for the designs to be made on many issues that concern the employees. These studies use multiple data collection methods including workshops, in-depth interviews, benchmark studies and quantitative research. Basically, as a result of the detailed evaluation of the 5 dimensions and many different elements under these dimensions, all the main elements to be embraced, especially the EVP motto, are revealed. The 5 main main dimensions addressed in the Adisa EVP approach are as follows;

• Corporate Culture (Hierarchy, Communication, Leadership Model, Innovation, etc.)

• Career and Development (Title, Level Structure, Personal Development Opportunities, Professional/Technical Development Opportunities etc.)

• Corporate Loyalty (Corporate Belonging, Corporate Reputation, Values, etc.)

• The Work Itself (Wealth of Work, Feedback Culture, Technology and Innovations, etc.)

• Wages and Benefits (Wage System, Bonus System, WellBeing Elements, Flexible Working, etc.

 

In today's business world, the diversity of the workforce profile has become one of the most important business dynamics to be managed, and "Justice", "Flexibility" and "Personalization" have become more expected instead of "Equality", "Consistency", "Standardization" values ​​in human resources management.

Human resources management, like marketing management, needs applications that put the individual in the center more than ever.

This research approach is based on the principle that the expectations of the employees towards the business life are different from each other. Different employee segments/personas are defined based on the needs of the employees for business life and the level of meeting these needs by the institution; Differentiating promises and human resources management actions are determined on the basis of segment/persona.

The approach, which is the application of segmentation analysis, which is one of the basic components of HR Analytics, is in spreading the employee experience perspective to the organization.