Documented engagement · Client anonymised
Employee voice in a leadership transition
An organisation preparing to recruit a new leader invited staff to share what mattered to them about the next stage of leadership.
The context
A leadership transition creates both practical questions and expectations about the future. The organisation wanted staff input on leadership, values and priorities to support its recruitment process.
The approach
Spectrum administered a confidential staff survey in April 2022. The invitation described an anonymous response process and a completion time of approximately 10–20 minutes. Questions explored outgoing leadership, hopes for the future, organisational values and expectations of the next leader.
Project elements
- A leadership-transition feedback process
- Independent participant communication
- Anonymous staff input
- Survey topics aligned with leadership recruitment
What this example establishes
The survey created a structured channel for staff perspectives to inform leadership recruitment. No recruitment decision, hiring outcome or subsequent performance result is attributed to the survey here.
A useful takeaway
Employee listening can support a specific decision as well as a broad engagement programme. Defining that decision helps keep the questions relevant and the participant invitation clear.
A useful first conversation
What would you like to change?
Tell Kyle about your team, your challenge and what a better outcome would look like. We’ll help you identify a practical next step.