Open feedback

Lessons from a year of open feedback

Michael Carden Employee experience, Feedback Leave a Comment

Employee feedback is traditionally collected through anonymous surveys. A year ago we started working with a group of forward-thinking enterprises to trial open feedback. This is what we have learned. Micro-actions make macro impacts I met Arjun at one of our user sessions. He’d greeted me with a half smile before taking his seat at the back of the room, not quite looking me in the eye. After some coaxing, he explained that he was one of a huge team of developers at the insurance company. Of course. The beautiful space I was in had the feel of a hot …

Active listening in online conversations

Practicing active listening in online conversations

Ruby Kolesky Employee experience, Feedback, Leadership Leave a Comment

I think of myself as a leader being placed somewhere on a value based spectrum, with efficiency on one end and empathy on the other. As an individual contributor, I started my career all the way on the efficiency end of the spectrum. I believed that talking to people about their feelings was a waste of time. Turns out, that’s not true at all. Leaders who value efficiency over empathy tend to sacrifice investing time in relationships with their team members. The result? Ironically, team efficiency is negatively impacted. Why? Because team members who don’t have close relationships with their …

We need to have a conversation about engagement

Karen Rayner Employee experience, Engagement, Feedback Leave a Comment

Numbers are easy*. Anyone can take an employee survey and make something of it: response rate is obvious, unhappy and engaged answers easily coded. We can chart results and turn them into reports and pretty infographics with a bare minimum of effort. 77% of employees hate the food in the cafeteria! 31% of millennials in Townsville stay for the beanbags! Numbers, saving us from too much thinking since forever. Unfortunately, numbers are also simple. Surveys in particular condense a whole heap of potentially mind-blowing information into a single, easily digestible figure. Say I discover that only 31% of employees think …

Response rate matters

Why response rate matters more than score

Michael Carden Engagement Leave a Comment

Pop quiz! What’s going to be more useful to you in the long run: a high engagement survey score with a low response rate, or a low engagement score with a high response rate? High engagement is good, right? Low is bad? You want to know if you have a highly engaged workforce, so you need as many survey responses as you can get. Ideally 100%. Definitely more than the 10-15% you can expect from surveying complete strangers. Response rate matters. Surveys are an average of opinions… of those who bother responding When do you leave a hotel review online? …