Friday, 12th September

Moments that Matter: Surveying Exited Employees

We introduce Surveying Exited Employees, the next enhancement in our Moments that Matter journey.

This feature builds on the Exit question set and rule-based questions to capture relevant Exit feedback at specific points in time: you can survey employees before they leave, after they leave, or both.

Peakon has recommendations for when Exited employees should be asked questions, to maximise participation and feedback. Based on a typical Exit Experience, it’s recommended these questions are asked 3 days after an employee has left.

Surveying Exited employees builds on existing Moments that Matter features (Exit question set and Rules based questions). You’re able to:

Sync personal email addresses as part of your regular Workday sync, other syncs or via a manual upload, which is required to survey exited employees.

Sync separation date and reason ahead of time, up to 3 months before the separation date.

Access new segments for the separation date attribute: 0-1 month after leaving, 1-3 months after separation, 3-6 months after separation, and >6 months after separation.

Utilize the Employment status option on the survey schedule page, that enables you to survey exited employees.

Configure new after rules for the Exit question set with new question timing options to send surveys to employees after their separation date. This will work as part of the existing rules based question functionality

What Do I Need To Do?

If you decide to utilize this feature and start gathering personal emails, ensure you have completed any necessary internal business discussions and obtained approvals on how to manage and handle this data. This is important because it involves your internal data privacy and compliance processes.

Once you have included leavers’ personal email addresses:

Update your training materials: Ensure employees are informed about the changes to the Exit survey process.

Amend sync setup: Ensure the regular and consistent capture of separation date and reason in your organisation and select to include personal email in your sync.

Decide who to survey: Review if you want to survey all Exited employees or a subset, managing survey inclusion.

Review and configure the Exit question set rules: Decide which Exit questions should apply only after the employee’s separation date, which should apply both before and after, and which questions should apply only before separation.

Create the Exit schedule: Select a “Left” employee status when creating the Exit survey schedule to focus the population on surveying employees who have left the organization.

Set the Exit schedule live: Ensure it includes all exited employees.

What Happens If I Do Nothing?

You’ll see no change in how questions are asked. If you’re using rule based questions already, this will continue as normal.

You can decide whether to use after rules for the Exit question set and will need to enable the rules on the Exit question page and then set a Left schedule live.

If you do nothing, it won’t affect any existing schedules or your employee listening program.

Separation Date Segments for Leavers Insights

We add optional segments to the Separation Date attribute to help you gain deeper insights from your leaver surveys.

These new segments enable you to analyze feedback from recently departed employees and compare it to feedback from those who left months ago.

We have added the option to add the following four new segments to the Separation Date attribute:

< 1 month after separation

1-3 months after separation

3-6 months after separation

6 months after separation

When this change is implemented, exited employees will move to their corresponding new segments, and their scores and comments will be re-allocated.

This may change existing Separation Date dashboards. Please note that this action cannot be undone.

Survey Inclusion Setting

We replace the Engagement Status toggle in Workday Peakon with the Survey Inclusion checkbox. This change makes it easier to control who receives surveys and enables clear support for surveying exited employees through dedicated survey schedules.

The Engagement Status toggle has been updated to the

Survey Inclusion

checkbox.

Score Aggregation Option for Inclusion of Former Employees

We introduce a new score aggregation option to help you gain more insights from former employees.

You can now extend the time a former employee’s scores are included in the aggregated survey results by utilizing the new

1 year

option.

We add the 1 year option for the Inclusion of former employees setting, the length of time former employees' scores are included in aggregated results.

Future Terminations Sync and Integration Enhancements

We release a series of updates to improve how Peakon integrates with Workday and third-party HR systems.

With this release:

We move the

Integration Settings

option to a slide-in panel on the Integration page.

Each

Include in Sync

option now comes with contextual help.

Personal email is now available as a sync option across all HRIS and SCIM integrations.

We introduce the

Future Terminations

incremental sync, which syncs termination data up to 3 months before the employee’s end date.