Thanks to Arnold, Digiteq Automotive discovered that people can divulge what’s bothering them at work

They’ve been using Arnold for less than a year. Over that time, however, they’ve managed to carry out a number of surveys with his help. For example, they’ve piloted shared workplaces and have identified employees at risk of leaving the company. And they’ve also found out what bothers employees at work.

Logo Digiteq Automotive

At Digiteq Automotive, a company that develops and tests electrical and software systems for cars, Arnold provides two types of survey — company-wide, which tend to include more than 500 people, and then those sent only to specific groups of employees. The former investigated people’s attitudes towards returning to the office and also their loyalty, the latter tested, for example, onboarding and a pilot project of shared workplaces.

“Thanks to the loyalty survey, for example, we discovered two or three people in one team of about thirty members who were in danger of leaving the company. In their case, we certainly wouldn’t want it,” says Kateřina Brožková Marková, who is in charge of the implementation of surveys through Arnold at Digiteq Automotive, mentioning one of the benefits of surveying through Arnold.

Kateřina Brožková Marková

Perfectly processed results

What Kateřina Brožková Marková especially appreciates about Arnold is the processing of results: “They are graphically clear and quantified, but anyone who wants can get access to qualitative findings as well. And above all, it is possible to filter the results and make them available for individual departments, solving the problem of anonymity, and each manager sees only their team,” she stresses.

In the case of large surveys, she usually summarizes the overall results in a management meeting before sending individual leaders a link to their team’s output. Managers are then more motivated to work with the survey.

Clear within a week and with a high return

One of the surveys, which was only sent to a narrower group of employees, had the task of finding out how satisfied people in the pilot project were and what specifically they were dissatisfied with when it came to shared workplaces. “The questions were sometimes very specific, focused on technical things, for example booking seats via the application,” explains Kateřina Brožková Marková. According to her, the project manager appreciated the feedback very much, precisely because it was specific and also very quick. Thanks to this, they were able to test and fine-tune the pilot project before the actual launch.

“We are able to get results within a week, which is a big plus. Moreover, the response rate ranges from 60% to 90%. These are also very decent numbers,” commends the woman who acts as a kind of ambassador for the use of chatbots at Digiteq Automotive.

Případovka Digiteq Automotive

They can confide in Arnold

According to her, people usually fill out surveys right after they are sent for the first time, and if not, they will do so immediately after a reminder. “They know that it’ll take them no more than 5 minutes, as promised, and they are willing to cooperate, hence the high return rate,” opines Kateřina Brožková Marková.

It is also said that it’s not unusual for people to take Arnold as a confidant to whom they divulge what’s bothering them at work, even if it’s completely unrelated to the topic. At the end of the survey, where Arnold asks if the interviewee wants to add anything else, long paragraphs appear, in which the employees feel free to say what they would find difficult to confide in other places. “Thanks to Arnold, they know that the company is interested in their satisfaction and concerns,” adds Brožková Marková.

She sees a lot of room for using Arnold in the future as well. In the company, for example, they are now thinking about researching knowledge of the company’s strategy.

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