Unveil Deeper Employee Insights with In-Context Surveying

$3,000-$30,000. That’s what an outsourced full-service employee engagement survey can run.

And, while those efforts provide helpful snapshots of employee sentiment, they frequently lack comprehensive insights.

Adding in-context surveying to traditional methods can unveil deeper employee attitudes and drive powerful progress across your organization. In a recent article, John Louviere, PhD, Atana’s VP of Content and Research, explains how in-context surveying enables L&D to:

• Assess employees' attitudes and perceptions about a workplace behavior while they’re learning about it
• Measure and predict specific behavioral changes employees intend to adopt as a result of training

More data enables you to drive more positive change.

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Shattering the Silence on Mental Health at Work

The stigma around mental health issues has lingered for too long in our workplaces. It's time to break the cycle.

In a courageous new post, 4 Steps to Addressing Mental Health, Atana Sr. VP Joel Onyshuk models the way by vulnerably sharing his own mental health struggles. Paving the way for authentic, open dialogue, he advocates for workplaces where employees feel safe and empowered to seek support, urging leaders to:

Step 1: Talk about it. Normalize mental health discussions by leading with your own vulnerable stories, empowering team members to openly share what’s happening with them.

Step 2: Proactively offer support. Don’t wait for needs to be verbalized, let employees know you’re standing by with such things as flexible work arrangements, resources, assistance and education.

Step 3: Promote a "one-team" mentality. Build a sense of community and belonging through team-building activities (virtual or in-person). Cross-train employees so they can cover for each other when necessary.

Step 4: Invest in leadership communication. Develop your leaders’ ability to initiate difficult conversations around mental health issues. Build their capacity to empathize and maintain the dignity of those they lead.

For more on the topic of mental health at work, we recommend listening to Joel’s two-episode The Frontline Industry Podcast conversation with Susan J. Schmitt Winchester, Former Fortune 150 CHRO and author of “Healing at Work.”

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Ask An Expert

You asked, and we've got answers.

This month's question comes from an inquiring mind who wants to know: Why does Atana's Once & For All sexual harassment prevention training focus so heavily on "maintaining professional boundaries"??

For the answer, we went straight to Amanda Hagman, PhD., Atana's Chief Behavioral Data Scientist ( Amanda H. ) Her insightful explanation includes the following takeaways:

• Employees often dismiss sexual harassment training, believing they would never “harass” anyone.
• Sexual banter, comments, jokes, and innuendos with sexual overtones are common in workplaces and can lead to harassment.
• Focusing on maintaining professional boundaries, not just blatant harassment, makes training feel relevant to everyone.

Hear the full answer in this one-minute video.

Mastering the Conversations Every Leader Dreads but Must Have

There are certain discussions that make even the most experienced manager break out in a cold sweat. Delivering tough feedback, enforcing accountability, letting someone go — these crucial responsibilities are often procrastinated or avoided all together.

But successful leaders see these moments as opportunities to drive growth and strengthen team performance. That’s why we prioritize equipping managers with the skills and confidence to proactively tackle these make-or-break conversations head on.

See the newest free resources on our Uncomfortable Conversations Toolkit page.

Preview the Uncomfortable Conversations manager training course. ?

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