The reason why I am sharing this, at times inventiveness is very imp. to break the monotony & pump in some fresh air. Today ,I conducted the employee feedback activity, wherein all employees gave feedback & rating to each other, without mentioning their name in the feedback form. In this process we discovered what perception our coworkers carry about us, also helps in improvement areas & bench-marking the quality personnel. At the end of the session the highest scorer was rewarded with surprise gifts from the rest of the staff. It was a fun activity, where everybody cooperated well & shared honest reviews & ended the session with delicious team lunch-out.
From India, Bangalore
17From India, Bangalore
Dear Nazneen,
Thankyou for sharing, this is a brilliant initiative . Research with blind tests and data collection in mystery mode generates a result that announced reviews can't. Please follow up this with appropriate measures. you have already appreciated the feedback. Your task at establishing faith will get coined as you try to implement them.
At one firm , where I worked , we used to have a Feedback box , beyond the camera zone. That box alone remained the best pulse. There was a folder with a form kept near the box. The placement was so good, that no one would be able to see who is dropping the form in the box.
Once we would implement the feedback , we had a notice board announcing the initiative and asking for further anonymous feedbacks. This made the employees partner without being liable to the result.
Complete anonymity is important. Respect the fact that every employee wants to bring in a change, but cant risk their identities for that.
Wish you all the best. Keep us posted about the success of this initiative.
From India, Mumbai
Thankyou for sharing, this is a brilliant initiative . Research with blind tests and data collection in mystery mode generates a result that announced reviews can't. Please follow up this with appropriate measures. you have already appreciated the feedback. Your task at establishing faith will get coined as you try to implement them.
At one firm , where I worked , we used to have a Feedback box , beyond the camera zone. That box alone remained the best pulse. There was a folder with a form kept near the box. The placement was so good, that no one would be able to see who is dropping the form in the box.
Once we would implement the feedback , we had a notice board announcing the initiative and asking for further anonymous feedbacks. This made the employees partner without being liable to the result.
Complete anonymity is important. Respect the fact that every employee wants to bring in a change, but cant risk their identities for that.
Wish you all the best. Keep us posted about the success of this initiative.
From India, Mumbai
Dear Ms. Nazneen N.,
You'd an intense ascendency proving the basic fit to depict your employees "WE CARE". Feedback activity actually gives an accomplishment allowing employees to communicate their mind. Appreciate a very thought which gives recognition and rewards; another way of engaging 'em in the company.
Amidst of Ms. (Cite Contribution)'s suggestion, would also like to entail you to EE programs which might be a internal arrangement for concerts (apart from team luncheon/ dinner). Communication between the employees and upper management -- Here one of the senior management writes an email to the team saying the work for that week/month has helped business/ any reviews that allows evaluating the paramenters for improvement (For Instance, in most BPO's the one who is an excellent performer always could get the bet to supervise the team for that week). This also helps in fair management and healthy competition, work enthusiasm particularly for managers or executives.
Good Luck..!!
From India, Visakhapatnam
You'd an intense ascendency proving the basic fit to depict your employees "WE CARE". Feedback activity actually gives an accomplishment allowing employees to communicate their mind. Appreciate a very thought which gives recognition and rewards; another way of engaging 'em in the company.
Amidst of Ms. (Cite Contribution)'s suggestion, would also like to entail you to EE programs which might be a internal arrangement for concerts (apart from team luncheon/ dinner). Communication between the employees and upper management -- Here one of the senior management writes an email to the team saying the work for that week/month has helped business/ any reviews that allows evaluating the paramenters for improvement (For Instance, in most BPO's the one who is an excellent performer always could get the bet to supervise the team for that week). This also helps in fair management and healthy competition, work enthusiasm particularly for managers or executives.
Good Luck..!!
From India, Visakhapatnam
Dear Nazneen,
Thanks for sharing what you have done at the workplace. Of late, there is a great competition amongst the members to preach knowledge to other members. Instead of getting into this competitiveness, you have done some activity in your company and have shared it with us. Kudos to you. An ounce of experience-sharing is better than ton of knowledge-sharing.
Sant Ramdas has said "Kriye veena wachalata vyartha aahe" (empty talk without action is vacuous). You have lived to what this sage have said.
Now coming to your post. This is in addition to other two members have said. You have written that "Today ,I conducted the employee feedback activity, wherein all employees gave feedback & rating to each other" Would you mind to tell us on what points or parameters you told your employees to give feedback? Amongst those who gave feedback, what was the minimum months or years of service (in your company) you had prescribed to become eligible to give feedback? Was the feedback given by the members of other department as well? Did you include point on "self-discipline" to be rated by others? What would be follow up from your side for those who scored below level on some point? At what frequency you would like to repeat this feedback session?
If you could share this additional information, it will enlighten us further.
Thanks,
Dinesh V Divekar
From India, Bangalore
Thanks for sharing what you have done at the workplace. Of late, there is a great competition amongst the members to preach knowledge to other members. Instead of getting into this competitiveness, you have done some activity in your company and have shared it with us. Kudos to you. An ounce of experience-sharing is better than ton of knowledge-sharing.
Sant Ramdas has said "Kriye veena wachalata vyartha aahe" (empty talk without action is vacuous). You have lived to what this sage have said.
Now coming to your post. This is in addition to other two members have said. You have written that "Today ,I conducted the employee feedback activity, wherein all employees gave feedback & rating to each other" Would you mind to tell us on what points or parameters you told your employees to give feedback? Amongst those who gave feedback, what was the minimum months or years of service (in your company) you had prescribed to become eligible to give feedback? Was the feedback given by the members of other department as well? Did you include point on "self-discipline" to be rated by others? What would be follow up from your side for those who scored below level on some point? At what frequency you would like to repeat this feedback session?
If you could share this additional information, it will enlighten us further.
Thanks,
Dinesh V Divekar
From India, Bangalore
Dear Nazneen,
Thanks for your practical sharing. Regarding this topic, I would like to add a bit. Fun activities not only help get honest feedback from employees, but also increase 10-25% employee's productivity.
Make a test below: Are your employees suffering from terminal seriousness?
Terminal seriousness is now become more and more popular at the workplace. It makes your employees trap in fear, resentment, angry. Take a look at them again and answer these questions:
1. Do you regularly see them smiling or laughing at work?
2. When something funny happens do your staffs stop and appreciate it?
3. Does your company or your department organize funny activities at least once a month?
4. Are you (managers) frequently show your optimistic attitude and smiling at work?
Are you just answer no to two or more of these questions? So probably your employees are suffering “terminal seriousness” already.
Further detail at Having fun at work – an efficient management method
From Vietnam, Hanoi
Thanks for your practical sharing. Regarding this topic, I would like to add a bit. Fun activities not only help get honest feedback from employees, but also increase 10-25% employee's productivity.
Make a test below: Are your employees suffering from terminal seriousness?
Terminal seriousness is now become more and more popular at the workplace. It makes your employees trap in fear, resentment, angry. Take a look at them again and answer these questions:
1. Do you regularly see them smiling or laughing at work?
2. When something funny happens do your staffs stop and appreciate it?
3. Does your company or your department organize funny activities at least once a month?
4. Are you (managers) frequently show your optimistic attitude and smiling at work?
Are you just answer no to two or more of these questions? So probably your employees are suffering “terminal seriousness” already.
Further detail at Having fun at work – an efficient management method
From Vietnam, Hanoi
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Employee Engagement Study.doc
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