EmployeePS – Employee Pulse Surveys to assess and measure engagement

How often have you heard and read that “the most engaged employees have better attitudes on a day-to-day basis and are better able to adapt to change”? But, in spite of this, do we exert any kind of control over our teams’ commitment?
Openmet People’s history shows that, in a high proportion of cases, the answers to the above question are along the lines of “Yes, we measure engagement and work climate”.

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surveys with question rotation

Surveys with Question Rotation

One of the most important challenges that we face at Openmet when it comes to customer surveys is the need for brevity. In general, the time spent by customers completing surveys tends to be very limited, and we have to make the most of that attention span to obtain as much feedback as possible.

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work environment

Commitment: Points to analyze in a work environment survey

This article attempts to show the keys to OpenMet’s work environment model based on EFQM. In the 5F model, “The 5 factors for assessing human and organizational potential”, the first factor is Commitment.

Commitment is composed of three major indicators that orient the keys to this factor. These are: Strategy and culture, Engagement and Loyalty.

1. Strategy and culture.

This indicator will help us to understand the Strategy on the one hand: whether our employees are aware of the company’s goals,

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survey analytics

Survey analytics: Distribution of answers

Survey Analytics – Distribution of Answers

The first analysis of the results of a customer satisfaction survey, customer experience or NPS is typically hierarchical or dimensional. This analysis involves analyzing the various questions and indicators of the survey to understand WHAT is working well and which aspects are considered good or bad.

If we have also included additional survey questions, following a similar strategy to that described in the article Improving on NPS Surveys,

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Delegation, not instruction: Concept and evaluation

Delegation is one of the necessary skills of any Leader. Good delegation is far more than the transfer of tasks and functions.

To delegate properly, we need to analyze the skills, personality and experience of the people to whom we want to delegate a task. Being a good leader means being knowledgeable of the qualities and skills of team members.

The person assigning the responsibilities also needs to clearly explain what they expect and provide the tools,

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electronic customer surveys

Electronic customer surveys: Asking more with fewer questions

In our day-to-day work as a firm that conducts customer satisfaction and experience projects and surveys, we often come across the same dilemma:

  • We want to ask and find out lots of details about our customers…
  • But we can’t ask everything we’d like to because the survey would be too long (which would lead to other problems such as abandonment, poor quality responses and increased costs, among others)

Electronic customer surveys. Read more

Satisfacción clientes encuestas

Satisfaction surveys: How to choose the most suitable type for each case

When our clients ask for help with their projects to assess customer satisfaction or experience, there is one important aspect that needs to be decided from the word “Go” because it will dictate certain features of the study: the decision on how and which is the best system for conducting interviews or customer satisfaction surveys. Telephone? Face to face? Electronic?

This decision is typically made based on different reasons that we wish to summarize in this blog post.

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Leadership: Points to analyze in a Work Climate project

This article attempts to show the keys to Openmet’s work environment model based on EFQM. The second factor in the 5F model, “5 factors for assessing human and organizational potential”, is Leadership. This factor belongs to the Motivators group (Commitment, Leadership and Talent Management).

Leadership. Work environment survey

Leadership has four major indicators guiding us to the keys of this factor.

They are: People management, Empowerment, Recognition and Feedback.

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