October 17, 2014
I’m part of a team looking at work/life and employee-related programs at my company. We recently implemented a survey to "take the temperature" of our workforce. The quantitative results were overwhelmingly positive, although the written feedback was much more hard-hitting, with many specific suggestions for improvements. Of course, our senior management team is numbers-oriented, so quantitative feedback resonates much more strongly with us. How do I show the rest of the team that, although ratings are high, numbers don’t tell the whole story?