Or new hires mightn’t see the value in attending when they’re already busy enough trying to make a great impression in their new team. Otherwise, managers might think they’re in trouble for low participation, for example. Be clear about what you’re doing, what your goal is, and why the session is worthwhile. Setting the right tone happens from the moment you invite people. If you’re aiming to prove value and build buy-in so you can scale, a combination of new hires/managers who’ve experienced your process and established hires/managers who haven’t would make a compelling before and after.įocus groups are most successful when participants are relaxed and engaged, so they’re more likely to be honest and vulnerable.If you’re exploring improvement opportunities for new hires, invite new hires with recent experience to share.If you’re investigating manager participation, a combination of highly engaged and not-so-engaged managers would be great.Your objective should guide your decision. Many more and you’ll struggle to create space for everyone to have their voices heard many less and you’ll struggle to provoke valuable discussion and debate. Most focus groups have around six to eight people, plus a moderator who’ll facilitate discussion. Keep it focused on your original goal or you mightn’t get valuable insight where it matters most to you. Remember – a focus group isn’t a catch-all survey. Where could we improve your onboarding experience?.What were your favorite and least favorite parts of onboarding and why?.How did onboarding here compare to other onboarding you’ve experienced?.Keep your questions open-ended (why, what, which, how, who) not closed (yes/no).įor example, say you’re running a focus group around the new hire experience. The real gold comes from in-depth insights into pain points, gain points, frustrations, and motivations. You’ll typically want several minutes (at least!) to discuss each question, to give the conversation a chance to progress beyond superficial observations. Plus it makes keeping to time much easier – an hour is a good baseline, and you’ll typically see waaaay diminishing returns after that.ĭepth of discussion unearths more value than breadth here, so don’t bombard attendees with too many questions. Keeping discussions focused helps keep attendees engaged and makes drawing (and acting on!) conclusions easier afterwards. For example, you might run a focus group to understand how to improve manager participation, or to explore ideas to take onboarding to the next level, or to assess your buddy scheme. It’s typically better not to multi-task – you can always run multiple groups, but each group should only have one focus.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |