Marketing Research services from Jersey

Human Resources

Traditional modes of employee to employer feedback simply will not suffice in providing the depth and richness of understanding required to generate effective insight. Employee surveys, which are far too often nonchalantly skimmed through, can only tackle surface information such as when and how many so therefore do not truly evaluate employee engagement. To properly probe into the values of your employees and the emotional factors that contribute towards their decision making, employing qualitative approaches in a neutral environment, are an absolute must.


Corporate Culture

Before any internal change processes can be implemented, an appreciation of the current corporate culture (the unspoken “way we do things around here”) first has to be gleaned. Employing qualitative techniques to explore the shared value systems of the various levels of staff and the underlying assumptions that shape day-to-day behaviour can help weave together a rich understanding of the organisation’s cultural web. In doing so, potential areas, barriers and motivations for change, can be identified.


Employer of choice

Gauging where your employees and prospective employees position your brand amongst its’ competitors, and probing into the rational, and non-rational, reasons as to why they feel so, is crucial in establishing a benchmark from which a more transparent and workable employer of choice model can be formulated.


Talent retention

Due to the close knit social and professional environment unique to offshore institutions, lateral movement of employees between competitors is not only deemed acceptable, but is also actively promoted amongst peers as being an intelligent career move. Through the thorough evaluation of perceived acceptable behaviour, an exploration into the possible motivations behind seeking alternative employment, and carefully constructed co-creation exercises aimed at building enviable employer-employee relationship models, companies investing in talent can move forward, confident in the knowledge that their employees are spiritedly engaged.


Information translation

The effectiveness of the campaign’s implementation ultimately depends on how much of the original message is lost in transcription, and your staff’s motivations towards making the required changes. Are your staff aware of your tactics when you go into battle, and do they even have your back? Only in evaluating the emotional drivers and values of your employees can you begin to determine whether your ‘forward’ is the same as their ‘forward’.