Today we’re introducing date-based segments to your pulse reports, making it easier for you to get into the details with your employee life-cycle analysis.

Creating a workplace that meets all of your employees needs can be challenging, particularly as new generations enter the workforce, and the average employee age is increasing which is influencing how long employees are staying in their roles. Whilst employee engagement surveys provide a great way to gather feedback, it is important that you can identify trends in date-based segments such as age or length of employment so that you can provide the right support to employees. Which is why we’re introducing date segmentation to your pulse reports!

With this update, you can break down your responses and identify trends and patterns that are unique to date-based segments such as your employees’ age or length of service! In doing so, you can get a better understanding of the unique attitudes, expectations and challenges faced by different generations in your organisation.

Date-based segments will appear automatically in your pulse survey reports as long as you have them uploaded. The data will be broken down into the following segments, as used and validated by our People Scientists:

To view these new segments, open your pulse reports and you will be able to view the data within the segment drop down!

Remember! You can share a specific pulse report via a unique URL (as a view only) to external people such as board members, suppliers or others! You can also add a Stribe admin user to a singular pulse report (who doesn't currently have full pulse permissions). Once added, your Stribe admin can view, download, analyse and action your pulse survey reports, without having visibility over the rest of your surveys. See more information here!

👩‍💻Different generations have different attitudes and expectations when it comes to work

Younger employees prioritise work-life balance and flexibility, while older employees value stability and job security. By segmenting your data, you can establish what’s important to your teams based on their age and create solutions that support everyone’s needs.

🤔 Workplace changes affect different age groups and tenures differently

You may find that employees from older generations are more interested in retirement planning or their pension options in comparison to their younger teammates, who might prioritise career progression and skill development. And employees who have been with your organisation longer, will view changes differently to newer employees. Having an understanding of how employees have felt about previous changes will give you more information to help you plan and effectively communicate future ones.

💬 Improve your communication!

Segmenting your survey by age will help you identify your teams’ communication preferences and adapt your communication strategies accordingly.Date segments are the perfect way to uncover how your teams like to be communicated with. This in turn will help you to effectively engage with more of your employees.

🧑‍💼 Check in with new starters without solely relying on lifecycle surveys!

With date segmentation, you can check in with all of your employees through regular surveys, and ensure they’re being supported throughout their employee life cycle. This means you can use your day to day surveys to check in new starters and long term employees without having to target them specifically. So you can improve your onboarding experience and keep your long term employees happy just by comparing their responses in your everyday pulse surveys!

Segmenting your employee surveys by age and length of service can provide valuable insights into the unique needs and preferences of different age groups, help to identify potential issues and increase engagement. With this, you can create a more inclusive and supportive workplace that meets the diverse needs of every employee!