How to use exit survey data to improve your focus groups

Collecting data on employee experience and engagement is a cornerstone of internal communications. But just like the modern workplace, best practices for surveys and focus groups are always changing.

In a recent session of Ragan’s Employee Communications & Culture Conference, Lisa Vasquez-Fedrizzi, SVP of people and culture with Lippe Taylor, addressed the best ways to take the pulse of your workforce on important topics.

Focus groups

Vasquez-Fedrizzi says with focus groups, it’s important to provide an incentive for employees to participate. This, she says, will help encourage workers to give their non-varnished opinions.

“I think it’s important that they’re giving their most honest, most transparent feedback, which can be a little nerve-wracking for people,” she says.

Try providing participants with gift cards or half-workday incentives in exchange for their cooperation.

“A little reward at the end, as a thank you from us, is very helpful,” Vasquez-Fedrizzi says.

When you’re planning the focus group, Vasquez-Fedrizzi also advises using a third-party facilitator to run the event. The key, she says, is to give the facilitator your talking points and to remind them that it’s a safe space for employees to have an honest conversation.