Welcome to a brand new episode of Voice Activated: Tuning Employee Insights At Work. Our host Sean Fitzpatrick, CEO of TalentMap, is joined by Veronique Robinson, Chief People Officer at IDX, to discuss how she launched a global baseline people survey to rebuild trust, surface regional realities, and reset leadership communication.

What You’ll Learn:

How to build executive alignment before launching your first survey
Why involving your regional teams in question design yields richer, more culturally relevant insights
The difference between quick wins and long-term trust-building initiatives
How to sustain communication momentum after the initial survey push
Why removing physical barriers between leadership and employees matters more than any survey question

Veronique Robinson is Chief People Officer at IDX, a digital-first communications company specializing in website development and hosting for publicly traded organizations. With a background leading HR transformations across global teams in Europe, North America, and Asia, she brings expertise in employee engagement, organizational change management, and building psychologically safe workplace cultures.

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Highlights and YouTube Chapters:

[00:00] Introduction
[04:07] Start with a Baseline
[05:12] Securing Executive Buy-In Without Resistance
[07:06] Using a Survey as a Baseline
[11:20] Interpreting Global Survey by Region
[14:17] What Leadership Turnover Revealed About Visibility and Communication Gaps
[15:43] Sharing Results Through the CEO for Credibility
[18:10] Turning Feedback Into Immediate, Visible Actions
[21:26] Building Accountability Into Communication Cadence
[27:51] Lessons Learned From Running the Survey Manually
[30:00] Leadership Visibility as a Trust-Building Tool
[31:34] Investing in Team Events to Strengthen Culture

Quotes:

“Remove your offices. Sit amongst your teams. The value added in people being able to relate to the Chief People Officer, see the CEO, not sequestered away in a big corner office, but actually sitting at the desk, helping himself to a cup of coffee in the kitchen, that is invaluable. People have to see us as humans and people that are also impacted by business decisions.”
“When I became the chief people officer, one of the first things I wanted to do was actually understand how the employees felt about being at IDX.”
“We became a lot more transparent on business performance. We have the CFO stand up and do that so people actually know how the business is performing.”

Episode Resources:

Veronique Robinson on LinkedIn: https://www.linkedin.com/in/veronique-r-45150926/
IDX on LinkedIn: https://www.idx.inc/
Sean Fitzpatrick on LinkedIn: https://www.linkedin.com/in/sean-j-fitzpatrick/?originalSubdomain=ca
TalentMap Website: https://talentmap.com/

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