The journey to Agile can be so fragile that you run the risk of actually seeing a decrease in productivity, and therefore even less value delivered to your customers than before.
When our customers first start using Joyous, they are curious about how they compare to other organisations on response rates, average scores, and Joyous adoption. However, we believe there’s only one organisation that our customers should be comparing themselves to, and that’s their own.
When organisations first start using Joyous, they are often also transitioning away from infrequent anonymous surveys. For whatever reason, participation seems to be one of two KPIs that are a major focus when using such anonymous tools.
You need to talk to your team about more than just their progress towards objectives. Talk about their learning and development. Talk about their wellbeing, the things that excite them about their work, and the things that get in the way.
When talking about work is something that happens all the time, between all kinds of people and for all kinds of reasons, then it becomes normalised. It’s just another thing we do at work, not something unexpected to be feared.
The majority of CX providers who are now stretching into EX are just looking for market expansion based on parallel tech. If you can deploy a survey for customers it's not hard to deploy a survey for employees, right? If you're a hammer, everything looks like a nail.
Jacinda's story starts, like many others, in 2020 with COVID-19 and its impacts on the business she works in: a large print company. Faced with a rapid decrease in demand, the company was forced to make some tough, fast decisions. Many of which turned out to be costly mistakes.
If you want your team to feel like they can speak up when things aren’t going well, you should build a culture that supports and encourages openness and honesty.
Firstgas Group has a serious focus on making the organisation the best place to work by building on their supportive and collaborative culture. All of which makes Joyous the perfect fit for employee feedback!
Just because people are loud doesn’t mean they’re right, or that their opinions are shared by everyone. How do you manage feedback when half your team prefers to go slow and keep quiet and the others are moving - and talking - at warp speed?
At the start of this year we decided it was time to take another look at our values. Do they still represent Joyous? Are they still how we want to act and who we want to be? And if not, what should we change to set us up for success beyond 2020?
Ensuring that leader feedback remains consistent, genuine, and thoughtful over time is your best chance to keep working people immersed in those conversations long term.