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Microsoft Viva Glint believes ongoing, frequent communications to collect employee feedback is crucial to an organization's success. Feedback insights translate into actionable opportunities to improve business. Effective employee listening is critical in order to navigate challenges, adapt to changes, and address uncertainty. Employee feedback provides visibility into knowledge gaps and helps you avoid speculation to make informed decisions.
Engagement programs
Engagement is the degree to which employees invest their cognitive, emotional, and behavioral energies toward positive organizational outcomes. Viva Engagement correlates with job satisfaction, commitment, motivation, and attrition. Engagement surveys are a way for customers to generate rich insights. Engagement programs are about starting conversations and taking action to improve productivity.
The Viva Glint approach to employee engagement provides a flexible framework using benchmark foundations and analyzes robust, real-time experiences. Rather than a one-size-fits-all formula, Viva Glint uses an adaptable technology that suits each organization’s needs. Microsoft People Science research teams continually update survey items and develop templates to provide meaningful insights into the current world of work at your organization.
Survey types
Viva Glint programs fall into four categories. Use the templates within each category to create feedback habits and support continuous employee and organizational development.
| Survey type | Description | Who should use them? |
|---|---|---|
| Recurring or Special topic | Recurring surveys allow data to be compared between cycles and for trend to be established. Recurring surveys are set to go live at a scheduled cadence. Recurring surveys are often sent to collect feedback on a special topic. | Any leader |
| Employee Lifecycle | Measure the employee experience during key moments in the employee journey. These surveys are considered trigger events because they automatically send by the hire or end date. | HR, Hiring Managers |
| Ad Hoc | Measure something out of the ordinary, at an impactful time. | Any leader |
| Always-On | Provide feedback and suggestions anytime it feels relevant. | Any leader |
Survey frequency
Admins set the cadence for Viva Glint programs. Surveys can run simultaneously, when appropriate. Learn about survey fatigue.
Align your organization to your Viva Glint programs
Build your holistic employee listening strategy and design a program that reflects the needs of your organization strategically. Take time to align with your internal stakeholders.
Use the Viva Holistic Listening Vision & Strategy Discovery Workbook
Consider the People Success Elements
The experiences that drive engagement look different from one company to another. Microsoft Viva People Science research identified six core elements which capture people's needs and expectations for an exceptional employee experience. These People Success Elements help you assess and foster the experiences that matter most to your people. They help build thriving cultures, develop people-centric leaders, and engaged employees. The framework provides a modern, accurate way to measure people’s evolving need for engagement and success in their work.
Use Viva Glint survey templates
Viva Glint offers prescribed survey templates and a blank template option for each type of program. Template programs can be set to recur (or cycle). Blank templates don't support adding cycles.
| Template name | Survey type | Purpose | Recommended frequency | Target groups for results | Feedback providers |
|---|---|---|---|---|---|
| Engagement | Recurring | Measures key drivers of engagement from the research-based Microsoft People Success Elements. | Recurring: Quarterly cycles create a solid engagement baseline. These surveys are a beneficial first introduction to Viva Glint programs. | Managers and teams | All eligible employees |
| Onboarding | Employee Lifecycle | Provides an opportunity to check in with newcomers to understand what is going well and any challenges with their onboarding experience | Automatically triggered. Consider having at least two Onboarding surveys at specific points in time (for example, 30 days, 60 days, and/or 90 days) | Human Resource leaders and managers | New hires |
| Exit | Employee Lifecycle | Provides data for why people leave and their perceptions of the organization as they transition | Automatically triggered | Human Resource leaders and managers | Departing employees |
| Microsoft Copilot Impact Survey | Special topic | Measures the impact of Microsoft Copilot in Viva Glint through comment summarization data. Enable IT and business leaders to plan AI adoption and measure their Return On Investment (ROI) | Recurring | All roles | All roles |
| Productivity | Special topic | Looks beyond engagement to create an employee experience that helps people be more productive and higher performing. | Recurring or Ad Hoc | All roles | All eligible employees |
| Culture | Special topic | Measures aspects of the Microsoft People Success Elements to learn what drives people and organizational success. | Recurring, depending on the rate of change in your organization | Senior leadership | All eligible employees |
| Diversity and Inclusion | Special topic | Provides an understanding of employee sentiment related to elements necessary for building a sense of belonging among employees | Recurring | Managers and teams | All eligible employees |
| Patient Safety | Special topic | Assesses the culture of patient safety in a valid, reliable, and straightforward way. Leapfrog-approved. | Recurring | Healthcare managers and teams | All eligible employees |
| Manager Effectiveness | Special topic | Assesses employee perceptions of how their direct managers demonstrate key behaviors related to their effectiveness | Recurring | Managers and teams | All eligible employees |
| Team Effectiveness | Special topic | Identifies a team's unique dynamics and opportunities for improvement | Recurring | Managers and teams | All eligible employees |
| Microsoft Viva Glint RN Excellence | Special topic | Meets the Registered Nurse (RN) Satisfaction requirements for the Magnet® Recognition program. | Recurring | Healthcare teams | All eligible employees |
| Distress | Special topic | Measures employee sentiment when societal or global events introduce instability into our work and personal lives | Recurring | All roles | All eligible employees |
| 360 Feedback | Ad Hoc | Collects insights into a manager's strengths and opportunities | Set regular schedules for roles | All leaders and managers | All eligible employees |
Send introductory emails
Customize our email templates and share them during your Viva Glint program design phase. Use these templates and tips to introduce Viva Glint programs and goals to your organization and stakeholders:
| Suggested email send timing | Email subject/link to template | Description |
|---|---|---|
| 6 weeks before survey launch | Introduce Microsoft Viva Glint to all senior leadership | Introduce Microsoft Viva Glint, define roles and responsibilities |
| 6 weeks before survey launch | Invitation for Vision and Strategy planning for all stakeholders | Involve your stakeholders in your Viva Glint program design |
| 5 weeks before survey launch | Introduce upcoming survey to all senior leadership | Introduce survey, inform about resources, develop communications plan and customize messages |
| 4 weeks before survey launch | Introduce upcoming survey to HRBPs | Introduce survey, provide role expectations, timing, resources, and training signups |
| 3 weeks before survey launch | Training for HRBPs | Support HRBPs for rollout planning |
| 2 weeks before survey launch | Introduce new survey to all leaders and managers | Introduce upcoming survey name, purpose, and dates |