We need to challenge the idea that employee feedback is only good for measuring employee experience and job satisfaction. When feedback is a two-way conversation, the applications are endless.
When people feel comfortable giving and receiving feedback, change is less disruptive and there are more opportunities for action. People also feel more ownership over the change and action when they can see how their feedback contributes to the big picture.
People don’t necessarily get tired of giving feedback. They do get tired of their feedback being sucked into a vacuum, never to be seen again. When people own their feedback and are active in its resolution, they have proof of its value and are more likely to speak up in the future.
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.
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.
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!