To keep you in the loop, we’ll send a short monthly newsletter filled with tips and best practices, new resources, and upcoming events. We hope you find value and enjoy the content!
Platform Updates
Reverse Coding Now Available in Survey Builder
Some surveys like AHRQ's Surveys on Patient Safety Culture (SOPS), mix positively and negatively worded questions on purpose. For scores to add up correctly, the negatively worded questions need to be "reverse coded" so they point in the same direction as the rest.
Survey administrators can now turn on Reverse Coding for individual questions right in the Survey Builder. Once enabled, responses are automatically flipped (for example, a 1 becomes a 5 and a 5 becomes a 1), so your reports and scores accurately reflect what respondents meant. Reverse Coding is uncommon and meant for specific survey methodologies like AHRQ SOPS, so use it only when your survey calls for it.
Automatic eNPS Demographics
We've simplified eNPS reporting by automatically creating an eNPS demographic whenever you use one of People Element’s two eNPS library questions in your survey.
The Employee Net Promotor Score demographic is immediately available as a reporting filter, allowing you to instantly filter and slice your survey results by Promoters, Passives, and Detractors. It also appears in the Automated Demographics section, eliminating the need for manual setup or demographic linking. If you don't need it, it can be disabled at any time from the Demographics page.
Coming Soon - Analyst Insight
Meet Analyst Insight (Ai)—your always-on analyst, built into People Element. It turns multiple survey signals into one clear story about what's happening and where to focus, so you spend less time in reports and chart analysis, and more time acting on what matters.
Stay tuned for more details in the coming months.
Strategic Perspective
It’s Never Too Early to Talk About Growth
Growth and development consistently rank among the top drivers of both retention and employee engagement. Employees want to know they can build new skills, grow professionally, and see a future with the organization. Yet many organizations wait too long to start that conversation. The highest rates of turnover occur during an employee's first year, and a lack of perceived growth opportunity is one of the most common, and preventable reasons employees choose to leave. So, when should you begin? The answer is simple, as early as possible.
Recruitment & Pre-Hire: Set expectations early by communicating that employee growth and development are priorities for the organization.
Orientation & Onboarding: While the primary focus is helping employees become productive and successful in their new role, begin planting the seed that career development will be an ongoing conversation.
First 30-90 Days: Begin discussing employees' strengths, career interests, and how success in their current role can create future opportunities.
Ongoing Development: Make career conversations a regular occurrence. Separate from performance evaluations, these discussions create opportunities to explore skill development, stretch assignments, mentoring, and long-term career goals.
When employees believe their organization is invested in their future, they're more likely to stay engaged, remain committed, and envision a long-term career with the organization. This isn’t just a retention strategy, it's a long-term investment in your employees, and one that should not be delayed.
Meet the Team
Name: Eric Micka
Title: Client Success Manager
Homebase: Bluffton, South Carolina
What is your favorite vacation spot?
Still yet to be determined. Prior to moving to South Carolina, Hilton Head was our favorite spot to vacation and kick off our summer with the kids. Now that we live in the area, we’ve been busy exploring new spots within the eastern time zone in search of our new favorite.
What do you like to do outside of work?
Spend time with my amazing family. Originally from Colorado, we enjoy getting outdoors as much as possible to hike, bike, kayak, fish…you name it! We’re three years into our move to South Carolina and have settled in taking advantage of everything that coastal living has to offer!
What is your “key driver” in doing what you do?
Helping organizations create better workplaces through actionable insights. What motivates me is building solutions that make it easier for leaders to listen to their people, understand what matters most, and take meaningful action. There's nothing more rewarding than seeing clients use the insights we provide to drive real improvements in engagement, culture, retention and the overall employee experience.
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