Data is instrumental for your business, no matter the size of your operation. Yet human resources data is often difficult to drill down given complex systems, team structures, and the nature of human attitudes, beliefs, and opinions. But how can you know what strategies are working if you’re not able to track their effectiveness?

When it comes to employee training, data is critical to gauge its effectiveness. Survey data is an invaluable tool that provides visibility for pre- and post-survey attitudes and uncover what was successfully communicated and where needs additional support.

Download the whitepaper to learn more about how survey data can enable you to:

  1. Measure Knowledge Gain and Changes in Beliefs and Attitudes: Reviewing survey data over time can help you assess if your efforts are on the right track.
  2. Use Social Norms Data to Drive Positive Behavior: Survey responses allow you to share powerful insights back to employees and reinforce your message on an ongoing basis.
  3. Understand the Impact: Assess how prepared employees are to take action when they encounter harmful behavior.
  4. Uncover Meaningful Climate Insights: Identify strengths and ongoing priorities to measure progress in creating a safe supportive workplace.

About the Author

Elizabeth Owens Bille, JD, SHRM-SCP, is the Sr. Director of Harassment Prevention at EVERFI. Prior to joining EVERFI, Elizabeth was the General Counsel of the Society for Human Resource Management (SHRM) and also served as the legal and policy advisor to the Vice Chair of the U.S. Equal Employment Opportunity Commission (EEOC). As an employment law attorney she counseled employers of all sizes, and she has provided training on complex workplace issues.

Holly Rider-Milkovich, MA is the Senior Director of Prevention Education at EVERFI. Previously, Holly directed the Sexual Assault Prevention and Awareness Center at the University of Michigan. Holly provided expertise to President Obama’s White House Task Force on best practices for campus-based sexual and intimate partner violence prevention and response efforts and represented four-year colleges and universities in the federal negotiated rule-making committee for the 2013 Violence Against Women Act Reauthorization. She brings over two decades of experience in violence prevention and response and in higher education to her role at EVERFI.

Download the Workplace Insights Whitepaper

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