Corporate HR technology companies Limeade and TINYpulse recently teamed up to raise the bar on employee feedback, engagement, corporate culture, worksite wellness and workplace happiness. The dual objective is for employers to retain talent and improve business results with the help of their brokers and advisers.
Limeade’s well-being improvement platform featuring “smart hub” technology has been integrated with TINYpulse’s employee-engagement solution. Participants in Limeade’s well-being program earn points and rewards when they complete activities in TINYpulse Engage, whose weekly surveys deliver immediate feedback that as the name suggests helps keep a pulse on employees and culture.
The result is that corporate leaders receive valuable feedback to help get a better handle on employee engagement, workplace happiness and ultimately retention, according to Brooks McMahon, head of business development at TINYpulse.
The partnership connects two programs that ultimately provide a better experience for employees, explains Limeade CEO Henry Albrecht. “This means advisers are able to offer another way for their clients to improve the employee experience and drive real well-being and engagement,” he notes.
Stronger customer support also will help brokers and advisers call on a much larger team of experts for troubleshooting or questions, McMahon explains. He says customer service reps at both TINYpulse and Limeade are cross-trained.
“There seems to be a high correlation between organizations that invest in employee happiness and wellness,” McMahon observes.
Promoting higher engagement
Indeed, Forrester Research, Inc. suggests that employee engagement is “a measurable workforce characteristic” that not only reduces turnover, but also drives customer satisfaction. Limeade and TINYpulse were mentioned in a Forrester report that analyzed the practices of 20 vendors whose software solutions promote higher employee engagement. The focus was on half a dozen key levers, including coaching and performance, communication, learning and careers, measurement, rewards and recognition, and health and well-being.
The researchers described employee engagement as “more than a priority; it’s a corporate imperative worthy of the attention of CEOs and their management teams. We also believe that tech-savvy companies can have a material impact on levels of engagement through broad-based programs to engage workers through digital experiences. Companies that successfully drive high levels of employee engagement are far more likely to attract and retain the best talent, create market differentiation, and deliver strong customer and business outcomes.”
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Limeade and TINYpulse are planning to collaborate on several upcoming events and projects intended to broaden the strategic mission of HR and benefits. For example, Limeade will sponsor TINYpulse’s September conference on employee engagement and performance management. Both also will co-host a webinar in October on building a great workplace release the joint e-book, “7 Fundamental Steps for Building a Great Place to Work.”
Albrecht says the partnership “will help Limeade users share real-time feedback, thoughts and suggestions to help make their companies become – or stay – great places to work.”
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