Picture this: You’re a leader and you just received your employee attitude survey back. You scan through the results and your heart sinks — all you see are sad faces, negative slopes, dropped scores and red, lots of red. All you want to do is turn things around, but where do you start?
Putting in a call to the human resources department seems to make sense, except for one thing: The vast majority of HR leaders will suggest you do a focus group. They will tell you that you need to get below the surface to find out what’s at the root of employee concerns. The logic behind the focus group seems rational, but a focus group may be risky. Your gut is telling you that you need to do something different, something more.