Focus Groups and Interviews
Focus groups and one-on-one interviews are powerful tools to gather employee feedback on important Diversity, Equity and Inclusion topics. Focus groups and interviews are more flexible than surveys, as the discussion is not tied to a list of standard questions. More time is also allowed for deeper exploration into the perceptions, beliefs and experiences that drive key issues among your employees, helping get to what’s often referred to as ‘the why behind the what.’
Focus groups and interviews can be conducted either in person or virtually, with highly accessible technology. Focus groups are often best to bring employees together for a group discussion, while one-on-one interviews are recommended for highly sensitive topics or when representation is very low. We work with you to determine the best approach, from method design to internal communication and recruitment strategies.
While some organizations elect to conduct their own employee focus groups or interviews, more and more recognize the benefit of having a neutral third party facilitate the discussion, as it is critical to create a safe space for employees. When trust or confidentiality are a concern, individuals are much less likely to share their perspectives candidly.
Experience Meets Expertise
The Kaleidoscope Group involves diverse facilitators who are trained to lead sensitive discussions.
We possess the skill and experience critical to lead successful focus group discussions or one-on-one interview. We’re relatable yet impartial, which encourages open discussion.
Our facilitators can navigate difficult conversations to ensure voices are heard while keeping the discussion on track and ensuring it does not unintentionally turn into a gripe session.
Often when focus group or interview participants are asked direct questions they give one dimensional, predictable answers.
We carefully craft our discussion guides with strategically crafted questions, skilled probes, and a range of tools and techniques to elicit open, uncensored responses that reveal participants’ deeper feelings and attitudes. Among our techniques is Appreciative Inquiry.
Appreciative Inquiry is a strengths-based, collaborative approach that focuses on what’s already working to support organizational change. It is used to describe a desired future state, alongside an understanding of how an organization can build toward that future.
This approach by no means skirts real issues. Negative experiences and concerns still naturally come up in conversation, but the discussion is centered on real-life examples and ideation around desired future state. Participants are energized by the process, using their own personal experiences and perspective to shape the direction of a highly inclusive workplace for all.