Splitpin

Employee experience isn’t just one moment in time. It’s everything from the first interaction with your organisation, through onboarding, day-to-day work, development, and eventually leaving. A recent piece from our partner Qualtrics is a good reminder of just how much those moments add up. https://lnkd.in/eevw85_G Each stage tells you something. How people feel when they join. Whether they feel supported as they settle in. How their experience changes over time. And, ultimately, why they choose to stay or leave. But in practice, these things are often looked at separately. An onboarding survey here. An engagement survey there. An exit interview at the end. Many organisations are starting to bring this together through more structured employee lifecycle programmes. What we often see, though, is that the complexity sits in the connections between those stages. How onboarding experience links to early attrition. How engagement shifts over time. How feedback at one point in the journey explains behaviour later on. That’s where the real insight sits. Less in any single dataset. More in how the story builds across the lifecycle. It’s not always simple to bring that view together. But when it’s done well, it gives organisations a much clearer understanding of what’s really driving experience and where to focus.

Employee turnover is often treated as inevitable. But research from Gallup suggests something quite different: around 42% of employee turnover is preventable, yet often ignored. As more employees begin to reconsider their options in the job market, that statistic becomes harder for organisations to overlook. In many cases, the reasons people leave aren’t sudden. They build gradually - through unclear expectations, lack of recognition, limited development opportunities, or feeling disconnected from their manager or organisation. The signals are usually there long before a resignation appears. The challenge is noticing them early enough to respond. A useful reminder that retention isn’t just about replacing talent, it’s about understanding the experience of the people you already have. Well worth a read for organisations thinking about how they spot the warning signs earlier. https://lnkd.in/en7KTZeg

Employee feedback data can be incredibly powerful. But only if it’s interpreted well. This interesting article highlights how managers can sometimes misread feedback results, focusing on headline scores while missing the context sitting behind them. What employees mean isn’t always obvious from the data alone. Comments, patterns across teams, and the broader organisational environment often tell a much richer story. That’s why analysing employee feedback requires more than dashboards and percentages. It requires careful interpretation and a clear structure for how insights are explored and shared. At Splitpin, we often see how much difference that clarity makes in helping organisations move from simply collecting feedback to genuinely understanding what their people are saying. A thoughtful reminder that the value of employee listening isn’t just in gathering data, it’s in interpreting it well. Well worth a read. https://lnkd.in/epw4DJch

Employee experience is no longer just about engagement scores. The latest insights from Qualtrics highlight something we’re seeing in practice every day: expectations are rising, pressure on managers is increasing, and trust is becoming harder to earn and easier to lose. Organisations are listening more frequently than ever. Pulse surveys. Lifecycle surveys. Always-on feedback. But frequency alone doesn’t build credibility. What makes the difference is what happens behind the scenes. Is the data structured properly? Are leaders briefed and prepared? Is there clarity on who owns action? Is feedback followed by visible change? As listening becomes more sophisticated, the operational demands increase too. More data cuts. More scrutiny. More expectation that results will translate into action quickly. Employee listening isn’t just a culture initiative. It’s an organisational commitment. And that commitment only works when the execution matches the ambition. If you’re reviewing your employee listening approach this year, the question isn’t just “Are we asking the right questions?” It’s “Are we set up to respond well?” We’d encourage HR and People leaders to read the full insights. There’s plenty to reflect on. https://lnkd.in/eaZ24z5b

New research from HiBob shows there’s a growing disconnect in UK workplaces between how pay and promotion decisions are made and how they are experienced. Most people managers believe they can justify compensation decisions with data, but the reality on the ground tells a different story. In the past year: Over three-quarters of pay and promotion decisions were formally challenged. Missing or fragmented data has contributed to negative outcomes, such as underpayment of high performers or premature promotions. Nearly one in three teams saw a knock-on effect on morale and engagement tied to perceived unfairness. What’s striking isn’t just the numbers, it’s the impact. When decisions feel unfair, trust erodes quickly, and retention becomes harder. The takeaway? Organisations serious about engagement and retention can’t treat fairness as a side issue. Transparency, aligned data systems and defensible decision-making are becoming essential foundations of a healthy workplace, not optional extras. Source UC Today: https://lnkd.in/evkTFffE

AI won’t fix employee engagement. But it can change how we listen. A recent article from our partners at Qualtrics highlights an important shift: AI is helping organisations move faster from feedback to insight, especially when it comes to understanding open comments, sentiment and early signals of disengagement. But the real value isn’t automation. It’s focus. AI works best when it helps leaders spot what matters most, prioritise action, and respond while the insight is still relevant. At Splitpin, we see the strongest results when AI supports better decisions, not when it replaces human judgement. Because engagement improves when listening leads to action, not just analysis. https://lnkd.in/eHdcdsvk #EmployeeEngagement #EmployeeExperience

What if engagement isn’t the thing you should be tracking? A recent Fast Company article challenges a long-held assumption: tracking engagement alone doesn’t tell you enough about how work actually feels. Instead of focusing solely on scores, organisations are being encouraged to look at what sits underneath them - clarity, workload, trust, and how easy (or hard) it is for people to do their jobs well. When you fix the experience of work, engagement often follows naturally. At Splitpin, we see this time and again: the most meaningful insights come when organisations move beyond measurement and start designing better employee experiences. https://lnkd.in/dwaYENUn

What do high-performing companies do differently? A recent article from our partners at Qualtrics highlights a consistent pattern in high-performing organisations: they don’t just measure employee experience - they actively design it. These organisations listen continuously, act on insight quickly, and treat employee feedback as a strategic input, not an annual exercise. The result is stronger engagement, better decision-making, and more resilient performance over time. At Splitpin, this is exactly where we focus our work by helping organisations turn employee insight into meaningful action, so listening becomes a driver of real change rather than a reporting cycle. Because high performance doesn’t come from collecting more data. It comes from knowing what to do with it. https://lnkd.in/emRRyHhh #EmployeeExperience #EmployeeEngagement

"5% of workers in the UK believe they would be happier in their jobs if communication within their organisation was better." Wondering what's killing your engagement and productivity? It might not be as complicated as you think... Source, The HRDirector https://lnkd.in/eCxnXCWn

Where will the workplace focus be in 2026? HR Leaders from Spotify, Atlassian, ACSA / BRITISH STANDARDS INSTITUTION, and Henley Business School have shared their thoughts with Raconteur Do you agree, and are there any you’d add? https://lnkd.in/gqVpnMaR