Success Stories

In the dynamic realm of digital innovation, Logient, a portfolio company of Oliva Capital, stands as a leading force in software development solutions. Distinguished by eight strategic acquisitions, Logient excels in fostering robust business relationships and delivering exceptional service offerings. Despite these strengths, the company encountered a pressing challenge - streamlining and modernizing its employee onboarding program. As a company whose mission is to create tech efficiency, they needed to optimize their onboarding process to align with their innovative spirit.

About the company

Logient aims to empower the most ambitious organizations through technology and business solutions. With a global team of 370 experts spanning three continents, they specialize in software engineering, organizational strategy, business intelligence, data science, experience design, process improvement, and technology implementation. Ultimately, their commitment revolves around creating tech efficiency to tackle the most complex business challenges.

Some stats about Logient:

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• 3 continents covered by a global team
• 123 plans created with Workleap Onboarding
• 370 employees

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Onboarding challenges

Before adopting Workleap Onboarding, Logient's onboarding process was comprehensive but faced hurdles navigating the complexities, especially in a distributed workforce. Julie Teboul, Logient's Employee Experience Director, highlighted the challenges:

1. Time-consuming and extensive welcome meetings with HR
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   The traditional HR welcome meetings were demanding for newcomers and the HR team: much information (various policies, benefits, documentation) was shared in a short timeframe, and then afterward, the team was swamped with the same questions from employees—because it was easier to get clarification directly than finding specific information in a long employee handbook.

1. Bulks of internal documentation spread across platforms
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   Not only were new hires finding it difficult to know exactly what is documented and where it is stored, but current employees were feeling the pain, too. With internal documentation scattered across multiple platforms, everyone desperately needed a central location as a go-to.  
2. Manual scheduling of first meetings
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   For every new hire, an HR advisor had to go through a checklist individually and book meetings and mandatory training with new teams. The process was tedious and time-consuming.  
3. Specific onboarding needs varied across teams
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   The diverse onboarding needs across teams, ranging from specific documentation to distinct work processes, highlighted the necessity for a more tailored and efficient approach.

Confronted with these challenges, Logient set out to explore solutions to overcome these blockers and optimize the efficiency of their onboarding process. In this pursuit, the organization turned to Workleap Onboarding, recognizing its potential to address existing hurdles and redefine and elevate the standard of onboarding excellence and its impact on the entire employee journey.  

Core objectives

Logient had specific goals to enhance their onboarding experience:

1. Upgrade the way information and policies are shared
   Ditch the hefty employee handbook and instead present policies through recordings, breaking down information by theme for easier understanding.  
2. Standardize training
   Provide video explanations of tools by in-house specialists, eliminating the need for their continuous involvement every time a new employee is hired.
3. Redirect HR meetings toward human connection and trust-building
   Shift focus to getting to know the new hire during those first HR meetings, fostering trust and personal connections rather than repetitive administrative sessions.
4. Centralize company documentation for easy accessibility
   Make relevant company documentation more accessible by centralizing links on a single platform, organized by job title and team.
5. Simplify service offering
   Use Workleap Onboarding to make a complex and multi-faceted service offering more accessible, efficiently summarizing team expertise and customer solutions for newcomers.

A new era of efficiency

With Workleap Onboarding as its strategic ally, Logient was able to address its employee onboarding challenges and usher in a new era of efficiency. Here’s how:

Streamlined information sharing: Administrative details are now neatly organized into thematic blocks, simplifying the learning process for their HR team and allowing more focus on qualitative aspects of onboarding.

Engaging departmental videos: Each department now showcases its services through engaging videos, offering new employees a visual journey into the expertise and solutions provided across various teams.

Tailored approach to training: Welcoming teams can easily customize the information they share during the onboarding, ensuring that the unique needs of each new hire’s role are met, enhancing the personalized touch of Logient's onboarding approach.

Centralized technical documentation: All our technical documentation, previously scattered across platforms, is now conveniently centralized on Workleap Onboarding, offering a one-stop-shop for new hires to acquaint themselves with essential information.

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How does Logient use Workleap Onboarding to gauge success?  

Workleap Onboarding facilitates continuous improvement by allowing Logient to collect feedback—straight from the app—on various aspects, including written documentation and video capsules. Logient also plans to implement the custom survey feature to get a more comprehensive assessment of their global onboarding process.

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3 ways Workleap Onboarding has delivered Logient ROI

Since integrating Workleap Onboarding into their onboarding process, Logient’s has felt ripple effects where it counts most. The company’s Employee Experience Director, Julie Teboul, shares the top three:

Contributes to employee retention

Workleap Onboarding has played a pivotal role in bolstering employee retention at Logient. Recognizing the critical nature of an employee's initial months, the implementation of Workleap Onboarding has been instrumental in providing greater clarity and essential information during the crucial probationary period. By ensuring standardized training on technical tools for all new arrivals, irrespective of their host team, Workleap Onboarding sets the stage for a positive and consistent onboarding experience.

Positive impact on employee engagement and satisfaction

The wealth of information now available on Workleap Onboarding reflects the team's unwavering commitment to welcoming new members under optimal conditions, offering them every opportunity for success in their new roles. This user-friendly platform contributes to a positive onboarding experience, enhancing overall employee engagement and satisfaction.

Enhances employee productivity

The standardized information-sharing approach through Workleap Onboarding has proven to be a game-changer. By eliminating gaps in onboarding and ensuring uniform access to information and training for all employees, we’ve significantly upped the sense of personal readiness. Employees feel operational more quickly, contributing to heightened productivity across the organization.

Positive repercussion

The initial months at a new job shape an employee's sense of belonging and their role in achieving organizational goals, making a positive impression crucial. Adopting Workleap Onboarding has enhanced Logient's organization and clarity in communicating vital company information and training during this pivotal period. Now, they can ensure that training is standardized across all teams globally. The outcome? Swift productivity, heightened employee engagement, and satisfaction—all crucial for retaining top talent. This holds particular significance for industry leaders like Logient, who rely on their collective team to tackle complex challenges with ambitious organizations worldwide.

About the company

Certus is a leading educational technology and professional certification company that delivers their full suite of digital training content through a single, best-in-class Learning Management System.

They go to market through a suite of brands and companies that offer training and credentialing solutions to learners at every level — from trusted industry brands, such as Amazon and Microsoft, to individual students and skilled professionals.

Their diverse course catalog offers digital and in-person training for an ever-growing list of regulatory-driven end markets in sectors including technical skills, workplace safety, workforce development, professional services, continuing education, and more.

Some stats about Certus:

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• 3,4M+ students served per year
• In 2023, Great Place To Work™ recognizes Certus as a top employer
• 100 new hires successfully onboarded in the last year via Workleap Onboarding

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The challenge

Before implementing Workleap Onboarding, Certus faced significant challenges in the onboarding process. There was a lack of a clear path and understanding of what was required for a new hire's integration within their team and the company. While compliance-related tasks were in place, they were not effectively communicated to new hires. The main issue was communication, which hindered a smooth onboarding experience.

New hires encountered various pain points during the onboarding process before Workleap Onboarding. They were unclear about what was expected from them on their first day and throughout their first week. This ambiguity extended to aspects like equipment setup, HR benefits meetings, manager introductions, and the overall structure of the first week. Managers also grappled with understanding the timeline for HR tasks and the transition of new hires into their roles.

The solution

Certus set clear objectives for integrating Workleap Onboarding into their onboarding process. Their primary goals included improving communication and streamlining the onboarding process for all new hires and hiring managers. The aim was to provide a consistent and clear onboarding experience, regardless of the role within Certus.

The pre-built onboarding templates of Workleap Onboarding were very helpful in providing guidance and establishing a solid foundation for our upcoming onboarding plans. And because they are reusable, it facilitated the process a lot when you are hiring a lot of people at the same time.

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About the company

Lexop is a financial technology company that helps organizations automate and scale their collections operations, significantly improving their self-cure rates and cash flow. Our technology streamlines the entire process, making it more efficient and cost-effective to recover outstanding funds than traditional methods. In 2023, Lexop was recognized by G2 as the #1 collections software in terms of effectiveness. Click here for a short explanatory video.

Some stats about Lexop in 18 months:

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• 200% increase in headcount (37 new hires)
• 100% employee retention rate
• 98% new hire satisfaction

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The challenge

In the bustling world of fintech startups, Lexop found itself grappling with a common yet critical challenge - onboarding.

As the company grew, the process of integrating new hires into the team became increasingly complex. The People Department and management were spending valuable time coordinating with hiring managers and personalizing onboarding experiences, especially for remote hires. The result? A drain on resources and
a very manual onboarding experience for new employees.

The solution

Workleap Onboarding's onboarding platform offered Lexop the tools they needed to transform their onboarding process. With features like onboarding templates, pulse surveys, video requests, and reminders, Workleap Onboarding allowed Lexop to create a detailed and personalized onboarding experience for each new hire. The platform also provided a way for Lexop to track the onboarding progress in real-time and set up a buddy system for new employees.

Like many companies, CSL Group used to have a traditional approach to how it managed performance.

Challenges

Performance management process missed the #1 goal

The company would set goals at the beginning of the year and give employees a performance rating during their year-end reviews. Incentives, like salary increases and bonuses, were tied to their rating.

While the system mostly worked, it wasn’t long before CSL realized that they were unwittingly undermining the primary goal of the performance reviews: employee improvement.

Jean-Luc Plante, Director of Talent Management, explains, “We were fighting against our own system. The conversation that should be around growth, development, coaching, and feedback became more about justifying how much salary increase or bonus payments you were going to get.”

Employee dissatisfaction with the performance program

Tethering performance rating to salary had another major downside: while a few employees left their reviews in good spirits, the majority did not. Any positive takeaways about things they had done well during the previous year were lost or overshadowed when salary and bonuses came up.

As a result, many people were dissatisfied with the program — a system that was meant to promote growth was actively disengaging employees instead.

“Employees felt like the performance management program wasn’t engaging and the rating system created a lot of frustration. For example, if 20–25% of our workforce received a high-performance rating, that meant 75–80% of employees walked out of the process feeling neutral or frustrated.”

Hear the whole story in two minutes.

Tying employee performance to company growth

The final issue with this type of performance management is that it’s inherently reactive. The whole program was focused on the previous year — what went right or wrong and how those actions affected upcoming salary changes.

However, CSL Group wanted to grow as a company. And the leadership team quickly realized that sustainable growth required more emphasis on employee betterment.

“We thought, ‘Why are we not looking forward into what we can improve and how we can continue to grow and develop our people?’ Not just their compensation or performance, but their personal growth and career paths.”

Solution

Introducing a shift in philosophy

CSL’s leadership team created a new strategic plan to align their long-term company growth goals with how they engage employees in the performance management program.

As part of that plan, they implemented Workleap Officevibe. It had the features they needed to keep teams connected, address personal growth goals, and monitor performance.

“Workleap Officevibe for us was a solution to have up-to-date, constant information on our employee’s engagement and satisfaction in the work environment — not just in HR, but in the hands of our leaders as well.”

Frequent employee updates enable CSL to keep a finger on the pulse of engagement and satisfaction. They’re now able to report on results, update the leadership team, and act on new insights on a weekly basis, instead of annually.

“Having the right information in the right hands at the right time has enabled us to improve our work environment.”

Acting on timely employee feedback

Promoting personal employee growth and well-being was at the heart of CSL’s strategic shift. They put tremendous effort into preparing their managers and employees for the change, including a lot of information and training on how to have important conversations and measure personal growth.

Throughout this process, CSL used the Workleap Officevibe Pulse Surveys to gather feedback and improve the program.

“Thanks to Workleap Officevibe, we have these highly thought-out surveys that help us validate that we’re going in the right direction and supporting our employees in a way that’s aligned with their expectations.”

Survey feedback helped CSL leaders understand frustrations around their previous performance management process. As a direct result, they began to disassociate salary increases from performance — and focus more on personal growth.

On average, 70% of CSL employees complete the Pulse Surveys.

Creating a culture of recognition

CSL also implemented the Good Vibes feature, because Jean-Luc and other leaders know that receiving recognition instills a sense of pride and purpose in people. But he admits that they didn’t really promote that feature internally.

To his surprise, employees began using it on their own, and it quickly became one of the company’s favorite tools.

“Good Vibes is really popular at CSL. Employees started sending and receiving Good Vibes on their own. I regularly hear, ‘Hey, I got some Good Vibes this morning and it really made my day," said Jean-Luc.

Good Vibes is a peer-to-peer recognition tool that empowers employees to highlight positive efforts that they appreciate. It’s a simple way to create a strong culture of recognition.

In the last three months, CSL employees have sent and received 189 Good Vibes.

“Workleap Officevibe has been so helpful. We’re looking at and acting on these results. We’re changing the way we do things based on the surveys and feedback we’re getting every week,” said Jean-Luc.

Results

Improved engagement and well-being

CSL is now writing a new chapter in employee engagement and performance management. Alongside their traditional performance objectives, they’ve implemented the People Growth program, which tracks developmental aspirations, career goals, and personal interests and opportunities.

Managers regularly connect with employees about their growth. They do a fantastic job of keeping them engaged and using Workleap Officevibe insights to prompt meaningful conversations.

“Now, our conversations are about employee career paths, their growth, what they want to accomplish, and how we can support them. They’re walking out of these conversations engaged and excited about their future at CSL.”

Employees and managers alike are already noticing a strong increase in overall engagement and related KPIs.

Pioneering the future of people growth

Jean-Luc is excited about the immediate improvements to CSL’s company culture and the ongoing investment in employee growth and betterment.

“We’re making good progress toward improving our results because we have the tools in place to enforce change. These conversations are now embedded in our HR lifecycle — they’re happening, they’re positive, and they’re engaging.”

He’s also excited about further exploring Workleap Officevibe’s performance management features, which will enable CSL managers to collect even more feedback and connect with employees on a more granular level. These features augment:

• Performance reviews via flexible cycles
• Continuous employee development via regular 1-on-1s
• Ongoing feedback and recognition
• Goal alignment and clarity

“The performance management features will help support our People Growth program. They seem future-focused, flexible, and aligned with our current processes."

With a little help from Workleap Officevibe, Stingray puts the employee experience at the top of their list of priorities. Tune in to our conversation with Stéphanie and Bianca for more insights on how they keep their distributed teams engaged.

Montreal-based music, media, and tech company, Stingray, implemented Workleap Officevibe in the winter of 2020 to keep a pulse on their growing team and help them stay connected to the broader employee sentiment. Workleap Officevibe also helped check another box on their employee experience software wish list: a tool that would help them make informed, data-backed decisions to better support their employees’ needs.  

Engagement and retention are words on many leaders’ lips these days. As the competition for talent continues, companies are adapting their business strategies to ensure their people feel supported and satisfied in their roles and happy to stick around for the long haul. But with a large, distributed team, how can organizations be sure that their employees feel heard, engaged, and driven to perform?  

We recently sat down with two members of Stingray’s Human Resources squad, Stéphanie Nadeau, Director, Human Resources, and Bianca D'Intino-Conte, Human Resources Advisor, to discuss what the employee experience means to them and how they use Workleap Officevibe to shape broader business decisions.  

Listen in to the conversation to hear more about:

• the importance of employee feedback and engagement on retention at Stingray
• how employee experience data influences executive decisions
• why business leaders should seek out a tool to help them better understand and connect with employees  

From their Relationship with manager score to their employee Net Promoter Score, Stingray now enjoys consistently high Workleap Officevibe metrics with the help of data-backed employee engagement strategies.  

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Thirdbridge was born out of a college project in 2012 and Polytechnique Montreal’s first-ever business endeavor internship (an internship where you build your own business). Since then, it has flourished into a full-fledged software development firm with over 40 employees and notable clients like Desjardins, Couche-Tard, and Circle K.

Adapting to changing times

Alexandre St-Aubin, current Director General who joined as Director of Operations just as the company secured its first major client, told us they signed a lease for an office the team never got the chance to enjoy just as COVID-19 turned the world upside down – a story Workleap Officevibe is no stranger to.  

Like many tech companies, Thirdbridge decided to become a fully remote organization and never looked back. As the company grew, the executive team continued building it around the remote-first model.  

Today, Thirdbridge offers employees co-working spaces whenever they need to collaborate in person, but most of their team still works from home – whether that be in Montreal, Quebec City, or France. Their work-from-anywhere model is flexible and only requires employees to be on time and present in pertinent meetings.

Exploring employee experience technology to build a better place to work

Thirdbridge implemented Workleap Officevibe in 2019 and saw a need for strengthening their employee experience (EX) early on – even before going fully remote post-pandemic. The interest in the EX platform came as the team closely followed Workleap, Officevibe’s parent company, and its new product launches. A software development company themselves, it was important to stay connected to bigger players in their field, both in Quebec and across the world.  

Though the company had no prior feedback system set in place, the team was open-minded and eager to try it out. With this spirit, Alexandre said it was easy to mobilize the Thirdbridge team to adopt this new initiative. And it started with employees filling out surveys and submitting feedback at their own rhythm. What was once a very exploratory use of the platform became more robust and even second nature with time.

Driving the company forward with meaningful feedback

Above all, Thirdbridge values constant development and progress. And that wouldn’t be possible without giving and receiving feedback regularly.  

For Alexandre, normalizing this constructive feedback and integrating it into workplace culture is key because it fuels continuous improvement, growth, and engagement across the board.  

“Since it was the first tool we used to systematically give and receive feedback, I’d say that using Workleap Officevibe was the first step in building this feedback culture,” he said.

At the employee level, having a tool that simplifies feedback helps them feel heard and acknowledged, even when their name isn’t tied to the message they send up the latter.

Oliver, Full Stack Developer, echoed this sentiment adding that he feels heard and can speak his mind absolutely freely on Workleap Officevibe.

For executives like Alexandre, this feedback is golden and as he so eloquently puts it, “provides a way to visualize the professional well-being of [his] colleagues and helps [his team] constantly work towards improving it.”

The Thirdbridge team also shared that since using Workleap Officevibe, they’ve held themselves more accountable for sharing feedback because they can directly see how it translates to a better employee experience.

For example, Kirsten said that giving feedback through surveys paves the way for easier communication during one-on-one meetings. Since everyone on her team flags potential points of improvement on a regular basis, nothing is ever a surprise when it’s verbally mentioned to her manager. “This makes it more comfortable and effective to bring concerns up in meetings because the conversation has already started on Workleap Officevibe,” she said.

Addressing misgivings and bridging gaps in the employee experience

In his weekly routine, Alexandre looks at the Pulse Survey report, analyzing all metrics and sorting out the ones with the lowest scores or highest negative deltas. From there, he meets with Thirdbridge’s Talent and Culture committee to discuss strategies to close the gaps in their employee experience.

The actions the Talent and Culture committee takes following their analysis of their Workleap Officevibe reports vary depending on their findings. “Sometimes addressing a minor issue is as easy as adding talking points to our one-on-ones. Other times, Workleap Officevibe data leads to major change. For example, we recently did a deep revamp of our performance management program because we found that employees weren’t fully satisfied on that front,” said Alexandre.

When issues are specific to a certain team or department, Alexandre works directly with the team lead to sort out possible solutions. One of the goals of using Workleap Officevibe, he says, is to empower team leads, managers, and department heads to nip problems in the bud before they worsen.

Communicating results and action plans transparently

Thirdbridge takes improving its employee experience very seriously, and part of that is bringing transparency around it to the forefront of its culture.

“It’s important for us to communicate what’s going well with our team, but also where we’re falling behind and what we’re doing to improve,” says Marie-Soleil, Head of Talent and Culture at Thirdbridge. “We meet with the entire team on a monthly basis to present our average engagement scores on Workleap Officevibe and also take the time to walk them through the updates we’re working on.”

These monthly meetings have been successful at Thirdbridge to date and have even proven to increase participation on the platform. Employees can see firsthand how their feedback makes a difference in their workplace. In fact, the meetings themselves are a perfect example of their feedback loop at play given that they came about following an anonymous suggestion on Workleap Officevibe.  

Kirsten shared her perspective on the first meeting of this kind saying, “Alexandre showed us all the metrics on Workleap Officevibe and gave us anecdotal evidence without overstepping anyone’s privacy. He showed us how he and his team used the tool to take actionable steps to improve our lives at work. It was a big turning point for me and for many of my colleagues.”

In speaking with the team, the appreciation for their leadership team’s candor and dedication to bettering the workplace was evident. “I care about my colleagues deeply and I want them to be happy at work. I think they knew it before, but Workleap Officevibe gives me a chance to show my dedication more concretely. For that, I am very grateful,” said Alexandre.

Good Vibes: Fan favorites at Thirdbridge

We love asking our clients what they love about our tool, so before we signed off, we asked the team to share their favorite feature, and the answer was unanimous across the board:

“My favorite feature is the Good Vibes tool because I love sending people private recognition letting them know how much I love working with them.” – Virginie, Marketing Coordinator

“I would say Good Vibes because I feel we don’t give enough recognition without it. I like that you can recognize your colleagues without showing your message to everyone.” – Marie Soleil, Head of Talent and Culture

“It’s like a little surprise every time you receive a Good Vibe. It’s nice to know that your colleague thinks you’re awesome and that you can return the fuzzy feeling in the future.” – Olivier, Full Stack Developer

“Aside from Workleap Officevibe, we also give recognition on a Slack channel. I like to compare Good Vibes to receiving a little love note in your locker in High School, whereas the Slack channel is like announcing your feelings on the intercom or at the school assembly. The private nature of Good Vibes really pleases the introvert in me. It’s intentional and intimate and leaves you feeling really nice.” – Kirsten, Product Owner

What’s next at Thirdbridge

While Alexandre and his team’s approach to improving the employee experience will always stay nimble, a few things are certain:

1. EX technology like Workleap Officevibe is here to stay and executives will keep focusing on driving participation rates up to ensure data stays representative.
2. Feedback will always be valued and will remain at the heart of Thirdbridge’s EX problem-solving strategies.
3. The Talent and Culture committee will make sure employees feel heard by communicating their high-level findings and action plans.

With a culture of transparency and open-mindedness and a team of empathetic leaders, we’re certain that the future for Thirdbridge employees is bright.

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As an agency that customizes digital project management solutions, NMédia has always been driven by data.

Challenges

Building engagement without a purpose-built tool

But when they first started looking for a tool to improve team engagement, they had no way to gather data on employee concerns and satisfaction.

VP of Human Resources and Customer Service Mélanie Chouinard says leadership knew they were missing out on some useful insights.

Hear the whole story in two minutes.

At the time, they were a team of about 50 working in one office. Although it seemed logical that employees could easily raise concerns face-to-face, the approach didn’t garner feedback from the whole team.

“Someone would come to your desk to talk about something that was bothering them, and they might say it was an issue for all of their colleagues. But we found that wasn’t always accurate,” said Mélanie.

To gather more feedback, NMédia crafted employee surveys manually. But they soon found the workload to be unmanageable and could only run them every two years.

“After each survey, we made changes to improve the issues that were raised. But we had to wait two more years to know if the efforts made any impact. We needed a more sensitive and timely measure,” said Mélanie.

Knowing they needed a solution that would make it easy to gather and action employee feedback, they turned to Workleap Officevibe.

“All the managers acknowledged that we could improve engagement and recognition. Putting Workleap Officevibe in place was our first chance to measure the impact of our efforts in real-time.”

Using Workleap Officevibe’s surveys, NMédia developed a plan to gather more frequent employee feedback, improve manager responsiveness, and create a culture of open and solution-oriented conversations.

Solution

Capturing data and taking action

Right away, Mélanie and her colleagues started using Workleap Officevibe surveys to gather useful feedback from their teams.

“Initially, we used the surveys in a passive way. We ran automated Pulse Surveys, looked at the reports, and answered employee comments. Now, we base most of our strategic decisions on feedback from customized surveys.”

The tool’s personalization features helped NMédia zero in on opportunities to make a big impact on employee experience.

Gaining valuable feedback with pulse surveys

Mélanie says Workleap Officevibe’s science-backed Pulse Survey templates were an excellent tool for engaging employees and providing a safe space for them to share concerns.

“The biggest surprise we had with the Pulse Surveys was that they created a lot of opportunities for important conversations.”

The feedback informed one-on-one meetings and responsive company policies.

When the pandemic forced teams into remote working, the surveys were instrumental in pinpointing where management needed to act to improve employee well-being.

“We thought that people were afraid of getting sick or losing their job, but the surveys showed their main concern was working at home with their children. Knowing that allowed us to help,” said Mélanie.

In response, the company enacted a more flexible schedule and a “no meeting zone” policy, which prevented meetings from being booked at the beginning or end of the work day.

Building confidence and engagement

The more frequently NMédia’s managers responded to employee feedback, the more engagement they saw on the surveys.

“Sometimes the comments would say how well we were doing. It was great for the managers to hear. We also found that employees were more comfortable having a one-on-one conversation with their manager after they had brought something up in a survey,” said Mélanie.

Mélanie noted that the increase in engagement wasn’t just coming from the same set of outspoken people.

“We used to have an open Q&A at the end of our general meetings, but it was always the same people asking questions. When we added an ‘ask us anything’ segment to the Pulse Surveys, we finally received questions from people who’d always been too shy to speak up.”

Getting specific with custom surveys

Mélanie and her colleagues were able to create custom audiences to probe for issues within certain subsets of the staff.

“We built a survey group for people who live more than 20 km from the office because their concerns were different from those who lived close by. We also surveyed people differently if they’d been with the organization more than five years compared to newer employees.”

When a templated survey didn’t quite hit the issue they were trying to explore, they created their own questions with Custom Surveys.

“I will often adapt the template to personalize it for NMédia and run a survey that will inform a specific decision. For example, we use it every year when we renew our group insurance package. We want to make sure it meets the needs of as many people as possible.”

Improving management skills and recognition

Mélanie says that Workleap Officevibe has been a key tool in training NMédia’s managers to be more responsive and engaged with their teams.

"When we implemented Workleap Officevibe, the two metrics we were focused on were relationships with peers and with the manager. Based on the survey comments we received, we trained all of our managers and mentors to give better feedback, to give it more frequently, and be more specific.”

With the Good Vibes tool, team members are also improving their relationships with each other.

By customizing employee surveys to inform policy decisions and responding faithfully to the feedback they received, NMédia significantly improved the employee experience and the effectiveness of their managerial efforts.

Results

Increased engagement and wellness

By enabling data-informed policy decisions and structured routines that promote responsive management, Workleap Officevibe helped NMédia increase its engagement score by 6%.

Employee wellness and peer and manager relationship scores have also increased by 2 points each. Mélanie and her colleagues are thrilled.

“Our turnover rate is a lot lower than the industry average. Through Workleap Officevibe, people feel heard and recognized because we answer their comments and take action on what they’re telling us in the surveys.”

With their new culture of open and productive communication, NMédia is continuing to develop an outstanding employee experience.

“With our survey feedback, we’ve implemented more well-being initiatives than most companies. Our efforts are aligned with our team’s needs, and we can see they are having a direct impact on our scores.”

Basing investments on Workleap Officevibe data has been a business win, as well.

“The tools and reports simplify decision-making because your process is not based on guesswork anymore, but on facts and data. So, you’re losing less time and money.”

Even though NMédia’s team has more than doubled and has shifted to a primarily remote model, Mélanie notes that company culture has changed for the better.

“It’s become a habit to give open feedback and offer recognition to peers. There are so many positive routines in the business now. Our key metrics have gone up and we’ve achieved our goals as a direct result of using Workleap Officevibe.”

She recommends Workleap Officevibe enthusiastically to other organizations looking for an easy-to-implement, data-based approach to improve employee engagement.

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After quickly acquiring 22 small companies, CyberCX wanted to unify them with an outstanding employee experience. But with challenges in geography, the talent market, and a global health crisis, it seemed impossible. With Workleap Officevibe, CyberCX aligned their distributed teams and fostered exceptional engagement.

Creating team alignment during explosive growth

CyberCX was striving to create a positive employee experience through a period of intense change.

The organisation had quickly swelled its ranks, acquiring 12 small companies at its launch. By the end of its second year in operation, 22 entitles had joined the the organization.

Executive Director of Engagement & Communication Melanie Truscott was in charge of fostering connection in the ever-expanding teams.

But with the acquisitions spanning eight locations in Australia, plus offices in New Zealand, the United Kingdom, and the United States, in-person reconnaissance was out of the question.

Employees were concerned that the integration would bring an end to their small-business work culture. Many of them were being reassigned to leaders they’d never met and to teams that were spread across different geographies.

Right when Melanie was setting up a tool to help the company connect across the distance, the COVID pandemic began. Suddenly, hundreds of employees were working in isolation.

Luckily, the engagement platform that Melanie chose was Workleap Officevibe, and it was perfectly equipped to help:

1. Bring visibility to the engagement levels of employees, anywhere in the world.
2. Equip managers with tools that help them identify and address issues so employees feel heard.
3. Create routines that keep communications open and efforts aligned.

Having used Workleap Officevibe at another company, Melanie was confident it would foster the employee experience and team cohesiveness that CyberCX envisioned, no matter how big they grew.

“Speed of activation was really important. I didn’t have time to learn a new tool, and I knew that Workleap Officevibe was fit for the purpose,” she said.

A platform built to keep employees first

With Workleap Officevibe, CyberCX was able to see and respond to what was on employees’ minds, whether they worked in the next room or on another continent.

Melanie liked that the tool itself was fun to use.

“One of the reasons I recommended it to our other executives was the interface. Instead of a 1 to 5 rating scale, it’s, “I’m a flower that’s half-dead” versus “I’m a blooming flower” type of thing. It’s very engaging,” said Melanie.

Another aspect that stood out to her was the evidence-based design of the Pulse Survey question bank.

Taking action with Pulse Survey insights

The surveys themselves offered a critical window into employee satisfaction and showed Melanie and other CyberCX leaders where to take action.

One such hot topic was the back-to-office policy after the COVID lockdowns.

“We used a custom survey in Workleap Officevibe to determine our flexible work policy," she said. "People’s experience during the pandemic had been vastly different, and we found out some people were scared to leave their house and thought they might have to quit if they were forced back to the office.”

Strengthening retention with informed policies

Being able to respond to those fears and allow employees to lead a flexible new arrangement led to a huge win for CyberCX.

Melanie says the employee-first culture that Workleap Officevibe supported helped create outstanding retention, even in the midst of internal and external challenges.

“Our attrition is nowhere near as high as other organizations in our industry. I think that pairs with our highest-ever engagement and advocacy scores,” she said.

Nurturing signs of alignment

The communication that Workleap Officevibe cultivates goes two ways; leadership gets an eye on issues that need attention, and they can also shout out signs of strength within their teams.

“You've got to embed Workleap Officevibe in how you operate. It's no good having a Pulse Survey or gathering scores if no one's doing anything about them,” said Melanie.

Melanie and the C-suite executives review eNPS and engagement scores on a monthly basis. They look at different regions to see how teams are doing so they can arrange support where needed and recognition where it’s deserved.

“We celebrate teams who turn around scores or who have consistently high scores. It's also embedded in the way that we measure leaders and our businesses,” she said.

Developing better managers with OKR tracking

Melanie says that the reports and OKRs created by Workleap Officevibe help the managers at CyberCX to be more responsive to their employees, a critical element in their company culture.

With actionable data and a clear path to build engagement, Workleap Officevibe helped CyberCX build highly motivated and cohesive teams, and at a time of intense upheaval.

1,000 Employees unified from 22 acquisitions

In the midst of explosive growth, a global pandemic, and a challenging talent market, Workleap Officevibe helped CyberCX integrate over 1,000 employees from 22 small companies into cohesive global teams.

CyberCX is now achieving outstanding employee experience scores, with an eNPS of 36, and alignment and engagement scores both at 8.1.

The solution couldn’t have come at a better time.

Melanie says that sending the surveys and responding to employee concerns was key to establishing trust in the firm’s newly reorganized and globally distributed teams.

“When we ask questions about values and alignment, it shows our people that those issues are important to us. Using Officevibe builds people’s confidence,” she said.

The Pulse Survey data has been instrumental in shaping business policies, including back-to-office expectations after COVID, and acknowledging Pride month and employees pronouns.

Next, the firm is planning a salary benchmark review based on employee feedback.

Melanie says Workleap Officevibe has helped the company execute their vision of keeping people first.

Connecting the company direction with employee values has helped CyberCX go from 22 disconnected acquisitions to one powerfully engaged international force, and set a course for long-term alignment.

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Fostering a healthy and positive workplace can be challenging when managing large teams across the globe. It can get even tougher to offer a genuine employee experience when you’ve hired your thousandth employee.  

For enterprises like Assent, an Ottawa-based supply chain management solution company that recently hit the four-figure employee milestone, rapid growth and expansion bring about inspiring new opportunities, but can also come with their fair share of engagement challenges.  

To ensure their culture and employee experience remained intact, Jillian Mitchell, Human Resources Business Partner at Assent, sought out a more efficient way to check in on their teams and create a supportive and open communication channel between employees and management.  

We sat down with Jillian to dig deeper into why Assent implemented Workleap Officevibe and how the enterprise uses the software to launch new employee experience programs and keep engagement high across their distributed teams.  

What is the biggest challenge in your role as an HR business partner?    

Keeping a pulse in real time of employee engagement, sentiment, and motivations is a constant part of my job. Everybody has their own perspective and lens, which they look through every single day.

Since the onset of the pandemic, where we continue to work in more hybrid and distributed ways, this has been even more apparent.  

How did Assent start using Workleap Officevibe?  

We implemented Workleap Officevibe in April 2021, but it had been on my radar for a while. When I was in the HR coordinator role, I reviewed a ton of tools to determine what would make a smart addition to our repertoire of resources as a growing company to help us work better. I wasn’t always sure it was the best fit for us before, but during the pandemic, I knew it could help us check in with our employees, so I had my business case for Workleap Officevibe ready to be presented to management.  

Fortunately, it was an easy buy-in from the leadership team because they immediately saw Workleap Officevibe’s value. They saw that there was a gap in gathering data and in understanding employee sentiment. It especially made sense at that time to introduce the tool as we were a growing global company. I couldn’t be happier with the results now.  

How was the tool received by your employees?  

It was well received by employees, and we had a participation rate of over 70% right away. We followed Workleap Officevibe's implementation guidelines to communicate to the team ahead of the launch how we would use the tool, conducted multiple training sessions in different time zones, and tailored sessions for employees and managers. This really helped streamline the process and ensured team members knew what to expect when they received their first survey request. We also have a feedback culture in general which eased the implementation of Workleap Officevibe.  

Feedback is a gift; most managers were excited to have actionable insights and feedback from their teams, but some were more anxious: what if they learned something they didn't know how to tackle? How could they process this information as they feel personally responsible if their team isn't responding positively to the surveys?  

This meant that the HR Business Partners had to be all hands on deck to support their leaders and front-line managers. We had to be available to help respond to sticky feedback, be ready to review survey data during one-on-one sessions, and use insights gleaned from Workleap Officevibe in other decision-making or brainstorming sessions. It’s been 18 months and we are still nurturing the tool to ensure that team members and leaders continue to see the value and keep using it!  

How do you use the tool?  

I populate a high-level EX dashboard that is presented to our Executive Leadership team on a monthly basis, pulling in our overall engagement score, participation rates, employee Net Promoter Score (eNPS), and any trends that might need attention or celebration.

I also use it on a daily and weekly basis in my recurring meetings with members of management in my partnered departments. To prepare for those meetings, I pull up their Workleap Officevibe data and see if there is anything to be addressed and use the score to drive conversations with questions like "how are things going?" and "have you seen this piece of feedback?" or "what do you think is driving this metric to be so high?"  

How does Workleap Officevibe help your organization? Can you share an example of an initiative that came from the Workleap Officevibe data you collected?  

Honestly, Workleap Officevibe is the bedrock; it’s the foundation for understanding our employee sentiment. We use data collected from anonymous surveys to support our EX initiatives and programs. We’ve used the custom polls feature to learn more about specific topics, like what our teams think of our Total Rewards Program, for example. We asked them what they liked about it, what else they were looking for, and if the program was aligned with their values. Through the feedback from these tailored surveys, I’m proud to say that we’ve rolled out multiple total rewards and employee experience programs. It's exciting to see all that we’ve accomplished in such a short time.  

We rolled out an initiative we call “Well Style,” which combines a wellness and lifestyle allowance and is aligned with Assent’s flexibility principle. We heard from our people that we offered great benefits, but that they also would like a budget to support their healthy lifestyles to purchase things like athletic gear.    

Which metric do you watch more closely?  

We're extremely proud of our Relationship with Manager metric. It has stayed consistently high, and we noticed in our dashboard that it’s higher than the industry standard. But the reason why I really like it is that when you think about the reasons people leave an organization, the relationship (or lack thereof) with their manager is usually at the top of their list and a main reason why they're dissatisfied with their job or with the organization. So to know our managers are embodying our company values, we see that they're living in this people-first reality when leading their teams and then seeing the data to back it up.  

What advice would you give someone looking to implement Workleap Officevibe?  

I mentioned earlier that I had immediate buy-in from upper management because the timing was right, but you must have buy-in at all levels, especially from the people that will be using the tool daily. You need to ensure that when you’re implementing the tool, your employees have a clear understanding of what’s in it for them and how it fits into the larger communication plans. It’s also important to set your expectations from the get-go. We followed many of the Workleap Officevibe templates to help guide us and we reiterated how important it is for managers to respond to feedback.

Another piece of advice I can offer is to be ready to support your managers. Sometimes team leaders get feedback that’s directed at them and is taken personally, and I don’t blame them. It will be important to use this as an opportunity to take action rather than seeing it as a personal attack. It’s about getting people into the right mindset.

Is there a feature you’d like to explore in Workleap Officevibe that you haven’t already?  

We’ve encouraged team members to set up individual goals, but we’re looking at setting up corporate-level OKRs. From there, we’d like to tie the high-level goals to team goals, and ultimately down to individual goals (more officially) as part of our performance management system and review process.   It's exciting to be able to incorporate this into a tool that's already being used by Assentees globally, which should help with change management and adoption.

What's next for your employee experience team? What do you hope to achieve in the short and long term?  

We had a full rebranding at the beginning of the year where we reassessed and shared our company values. We would like our people to be aligned with these values and live them daily as a team. Ideally, we would tie this all back to our OKRs.  It'll be the first year that we're going through our performance review process with these newly released values and OKRs. To hit our milestone goals, we’ll be using many kinds of resources and programs to tie them all together with one big bow. Workleap Officevibe is helping us with that, too.

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With a stellar overall Workleap Officevibe recognition score of 8.9, we spoke with Rachel to discuss:  

• How Canidé uses Workleap Officevibe to strengthen team bonds
• Why it’s crucial to gather feedback and take the pulse of your team  
• The impact of recognition for the sender and the receiver

When an organization begins to experience rapid growth, it’s common for company culture to fall by the wayside as priorities shift and objectives are reassessed.  

But for Rachel Desbiens-Després, CEO of Canidé, maintaining the human touch that attracted top talent to their agency in the first place was non-negotiable. To ensure the employees at her Montreal-based public relations and communications agency continued to feel valued and seen, she sought out an employee experience tool that could be easily integrated into their daily processes.  

The team implemented Workleap Officevibe in March 2022, and Rachel was able to start collecting anonymous employee feedback to learn what was working well at the agency and what could be improved. And when Workleap Officevibe launched its newest feature, Good Vibes, the team quickly embraced the peer-to-peer recognition platform where they could shout out their colleagues and celebrate accomplishments.  

Through some of the comments they received in Good Vibes, Rachel and the team at Canidé were able to see which elements employees appreciated most about their colleagues and their work environment, and used that to continue strengthening their culture.

For Lauren Song, Senior People Partner at Rewind, being happy in your job and loving where you work should be part of every employee's journey. Considering that the average person will spend upward of 81,000 hours working in their lifetime, it should be an enjoyable, positive, and fulfilling experience.

That's why when Lauren interviewed for the People Team a year and a half ago, it was a major green flag that the Ottawa-based company was using an employee engagement tool to check in on their teams.

Rewind, a software development company dedicated to protecting businesses' SaaS and cloud data, first implemented Workleap Officevibe in February 2020. At the time, the company was missing a complete People Team. So, Rewind's Head of Finance sought a way to cultivate a positive culture without necessarily having a traditional unit in place. They also wanted to understand what concerns needed addressing once their team was complete.

Since its foundation in 2015, Rewind employs over 130 people in Canada, Europe, and the United States and boasts over 100,000 clients worldwide. According to Lauren, Workleap Officevibe allows them to stay connected with their people and better understand their needs. An intuitive employee engagement tool helps them maintain human connections while continuing to experience rapid growth, she added.

Read on to learn why Rewind hit pause on their search for any other employee engagement tool after trying Workleap Officevibe.

Why did Rewind start using Workleap Officevibe?

The tool actually predates everyone in our current People Team, so you could say that Workleap Officevibe was our first “People Person!”

The leadership team at the time was looking to create a solid, direct line of communication with our people leaders and executives and see how they could improve the work culture. One of our corporate values is to be open, honest, and respectful and Workleap Officevibe's built-in anonymity features help add a layer of truth that can be shared in a safe space. I think it helped double down on the initiatives they were taking around increasing and supporting psychological safety in the workplace and being able to close feedback loops with the teams.

How do you use Workleap Officevibe?

We use it for everything. It's almost like the “data center” for our People Team. Many tech companies are trying to be as data centric as possible, which extends to our People Team and us. We use the tool to get a better view of our team, how they're doing, what they need from us, and what we need to improve.

A lot of our corporate Objectives and Key Results (OKRs) are team related, which we measure with Workleap Officevibe metrics. We'll put a program in place, and measure it against a score, or at least see if it's not declining in any way, as well.

One of the more exciting things that I learned when I started is that employee engagement is a key part of one of our corporate objectives. We have three main objectives per year, and one is about maintaining a diverse and engaged team with a score of 8.0 or higher. We'll be lifting that for next year because we've held a score of 8.3 for over 12 months.

Which features do you use most frequently?

Custom surveys are great because you can really take them in any direction. For example, we noticed that our employee Net Promoter Score (eNPS) was relatively low. That's one of the more unique scores because it's hinged on only one question: “On a scale of 0 to 10, how likely are you to recommend our company as a workplace?” Wanting to dive deeper into that, we leveraged the custom surveys to look into why that score was lower, and we were able to improve it by 40 points in the last six months.

We also really appreciate the Report page to understand how we're doing and benchmark against other teams. It helps with manager collaboration when it comes to score comparison because then they can start having conversations over how to improve things. That knowledge sharing is so important.

There is something that we haven't explored much because it is still quite new, which is the new feedback report that includes the response rate. We're so excited about that, actually! It'll help us restructure how we use the tool and adds another layer of accountability; we will restructure things on our end so that it looks a little bit more like our organizational chart. Having that response rate will help us because we've had minor inconsistencies in which of our managers go in and respond to feedback, so I think that will help us get those numbers up.

The pandemic has changed the landscape of the workplace. Has Workleap Officevibe helped you navigate this new reality?

We really leveraged the custom surveys feature as it allowed us to dig deeper into the well-being of our employees. We sent out a wellness survey midpandemic and the insights we got into how we can better support our team during that time were crucial. We always acknowledge when scores dip and we keep on top of our monthly engagement scores: where we've seen growth and where we've done less well, so we know what to strengthen.

How do you communicate Workleap Officevibe data and insights to your teams?

We have an open OKR and KPI plan where our employees can see which of our scores are tied directly to Workleap Officevibe. Every once in a while, especially when we change to how use the tool, we send out a company-wide communication. We recently opted to send out a monthly Pulse Survey instead of a bi-weekly one to leverage the custom templates and dig a little bit deeper into some of the scores with more Rewind-specific questions. But we make sure to always communicate these changes.

Do you still perform traditional performance reviews?

We used to do them quarterly, but now we do them twice per year. We conduct them to make sure employees are aligned with their managers on how they're doing to help them grow within the company. While we don't use Workleap Officevibe scores to measure performance per se, it helps with planning and measuring success.

When it comes to a manager, for example, if their scores have really dipped in one area, it won't be held against them in a performance review. Still, we'll chat about it to ensure we know what's happening in that space and how we can help them, and their employees improve the score in that area. Workleap Officevibe helps create this conversation.

Have you noticed changes in overall employee engagement since using the tool?

I think with Workleap Officevibe, the success you see depends on how you leverage the knowledge that's shared with you. You need to be the team that acts; people can give you feedback all day long, but if you don't close that feedback loop or action anything, you lose trust in the tool (and leadership), and people stop using it.

We're also lucky that we have extremely engaged people leaders who take the time to reply to feedback in the tool and share knowledge to improve scores and metrics. Whenever we see a score start to slip, we try to get on top of it right away and reply to written employee concerns consistently so that people see they are being heard.

What's next for the employee experience journey at Rewind?

Our new Workleap Officevibe strategy is to better understand what these scores mean. We'll continue conducting monthly Pulse Surveys. From there, we'll examine which scores may have dipped and send out a more comprehensive custom survey to explore these topics further with questions that are a little bit more specific to Rewind practices. We're excited about this because we'll be able to get a wealth of knowledge to understand more precisely what we're doing well and what we can improve. We're doing well, and we're consistent, but we'd always like to keep bettering our engagement scores.

It's hard to maintain that human touch once your organization starts scaling, but Workleap Officevibe really helps us ensure that more personal one-to-one element, so it gives us a lot of insight and saves us a lot of time.

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Creating space to focus on her career

Wise-Sync is a software company that builds integrations for syncing accounting data to the cloud – as their content manager, Eve is an important member of the team that makes those integrations shine on the market. She’s a hard worker who believes in the business as much as she believes in herself. That’s why Workleap Officevibe has been so crucial to her professional success - and growth - at the company this year.

Eve is part of a busy team and having a tool like Workleap Officevibe has been a game-changer for her. It has carved out the time for her to think about the important questions she doesn’t always get around to – questions pertaining to her personal development, her role within the business, and how she sees the company.

Workleap Officevibe’s role in Eve's career goes beyond the questions: it's a way to affirm that she is in the right role for the right reasons, helps her to track her challenges, and increases her desire to give Wise-Sync her all.

“When I get an email from Workleap Officevibe, it takes just a few minutes and pulls me out of my work to come back to myself and my place within the company. It’s phenomenal to be part of a company that cares about its people and how they feel, and by implementing Workleap Officevibe, it couldn’t be clearer that they care about us.”

Conversations that wouldn’t happen otherwise

By leveraging her team’s Workleap Officevibe results, Eve feels empowered to work with her manager on their relationship. When they get a low score in one of the 10 Key Metrics of Engagement, it’s a chance for her to take the conversation about that metric offline.

“When you don’t have a tool like Workleap Officevibe within your company, you don’t feel safe to just go offline and have these conversations, because it can appear like it’s out of the blue. You don’t want to create drama. With Workleap Officevibe, you feel like you’ve already been placed within a safe environment that is willing to hear how you feel about the company, how you feel about your role and how you feel about your colleagues and your direct report - and I think that’s phenomenal.”

Eve says Workleap Officevibe gives her the courage to talk to her direct manager about what she would like from the company, and how that would help her happiness.

Working out solutions as a team  

Eve loves the survey’s fun design, its simplicity, and even the timing of the survey delivery email, which is a quick, welcome addition to her workweek– “like a friend asking you questions,” she says. But that’s not what really makes the tool stick with her: Eve loves how Workleap Officevibe has strengthened Wise-Sync from within.

“Having a tool like Workleap Officevibe is such a great reminder to track our progress and where we’re going. I think it’s really made us stronger as company because we’ve been discussing results together, and our management team has been speaking to all of us about how we can improve the culture.”

For instance, Workleap Officevibe revealed that the work-life balance in the sales and marketing teams needed some help, and already, her manager is taking steps to improve it.

With Wise-Sync's can-do management attitude, Eve says the conversations around improvements to be made have been productive and fruitful.

“Given the nature of small businesses, and especially the fast-paced nature of our day-to-day lives, we don’t always have time to nourish communication. A tool like Workleap Officevibe is what really plants the seed for that greater nourishment within your company.”

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Experience it yourself.

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