Ensuring employees feel heard
A key component of the circumstances that $Company has to agree on and to work with, is feedback from our employees.
Having happy and productive employees is an absolute requirement to serve our customers well, and to give our investors a good return on investment. Let alone that it helps us all make key contributions and gain key experiences in our career.
Of course, that does not mean that we should run $Company only for the wishes and the desires of employees. What it means is that when there are genuine suggestions of concerns, especially shared by many employees across departments, that management should take this into account when setting new priorities.
Just like customer feedback, employee feedback must comprise two components:
- Feedback gathering
- Feedback responsiveness
As companies grow, the challenge is both to gather employee feedback in a structured way, and to consolidate the feedback gained through multiple sources, so that everyone has a common picture.
At $Company, the executive team:
- discusses key items of employee feedback on a weekly basis
- prioritizes the most commonly repeated points on a quarterly basis
Employee feedback responsiveness
As with customers, responding to individual, easy employee concerns often takes care of itself. The challenge is more to respond to collective, hairy concerns: the points that come up again and again but which, for some reason, we fail to act upon.
In our quarterly prioritization, $Company makes extra efforts to tackle at least one of those ongoing concerns with an annual or quarterly priority.
This page is regularly updated and expanded. Please check the Midstage Manual for new content for this page.