Microsoft Viva Glint

My company started to use Glint for our employee engagement surveys, but when we found out they have a lot of additional add on features/platforms, and after our communications team was happy with using Glint, the HR/L&amp;D teams looked into it for our 360 surveys and exit interview processes.<br><br>Glint was also acquired by LinkedIn and our company is a big LI customer as well.

We began using Glint in 2020, as a means to a better employee engagement solution for our U.S. organization. Since that time, our Ireland facility has began using them as well for the same. We have launched several pulse surveys in the last year, for feedback of department satisfaction.

Our executive team was interested in soliciting feedback from the company. Our culture was having issues and people didn't feel comfortable speaking up. Glint anonymous surveys were introduced as a potential solution. Individuals were sent "pulse" surveys and could easily fill them out. Then the management team would discuss the results during all hands. It was a great tool to solicit feedback but I was of mixed opinion about the management team's ability to implement change or even discuss the issues transparently.

Our entire company uses Glint to monitor the pulse of employees. Scores are collected and aggregated across a number of metrics, and reports are distributed containing comparisons within departments as well as across the company, with submitted comments being read by all levels of management. Team leaders present the results to their reports in meeting settings, which allows for open dialogue about the results and how to fix problem areas.

We use Glint across the entire organization in all departments. This was a replacement for a more antiquated engagement philosophy and (long) survey we had previously done. We wanted the ability to reduce the number of questions while surveying more frequently so we could better see if our action is showing positive engagement results. Additionally, we wanted to be able to pulse anytime needed in our fast-paced environment to gauge employee needs. We also needed our leaders to have quick and direct access and use Glint and their proven approach to help guide conversations and action. Finally, we are using part of their lifecycle tools to look into both entrance and exit surveys.