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Posts for tag: success

Feedback Fatigue – Is Just One Question Best?

Requests for feedback into my inbox have risen considerably recently. Invariably an email or a text will request my opinion for a product, service or even just a single phone call! This is frustrating and ironically can turn me off the organisation concerned.

That said, I firmly believe that feedback can drive up performance. Sites like Trustpilot, Tripadvisor and Google’s reviews should be enabling the consumer to have a voice, louder than the advertising and the cut-price offers that certain unscrupulous airlines, hoteliers and retailers have relied upon to attract naïve customers. We also know that asking just one question is more effective than asking several. That question being:

Would you recommend this product to a friend?

Also known as the net promoter score, this single question invariably provokes more people to respond and generates more honest and therefore accurate data. Why then do organisations persist asking multiple questions regarding insignificant interactions such as a single telephone call?

Employers are no different, every year we expect our people to complete a detailed employee engagement survey, ignoring the fact that results will be skewed by:

– Fear that negative feedback will be career limiting

– Only engaged staff will complete the survey, disengaged staff disengage from the process

– Disbelief that the process in anonymous

– Frustration that previous years surveys have had little impact

Wouldn’t it be better to ask just one question? Like the net promoter score for consumers, a single question that clearly indicates whether people are engaged. But what is that question?

Some mimic the net promoter score by asking:

‘Would you recommend working here to a friend?’

This works well until the role or the organisation is specialist. In which case, unless your family and friends are also biomedical scientists or property tax accountants then the question has limited impact.

We could ask:

‘Do you feel valued by the organisation?’

Or

‘Do you feel good about the work you do?’

Or

‘Are you proud to work here?’

Or

‘Do you often consider working elsewhere?’

All good questions but do any of them really get to the truth? I’m not sure they do. Engagement is fluid, variable and hard if not impossible to measure by a questionnaire. Maybe we shouldn’t rely quite so much on feedback tools and instead, engage with people one to one, have a conversation, ask whatever question seems appropriate and demonstrate that we care enough to give our time.

5 Ways to Predict When Talent Will Quit

As the work place becomes more collaborative, the cost of losing a good employee can be multiplied as teammates move with them.
fresh-tracks-blog-employee
It is more important than ever before to retain key staff. Some companies use sophisticated covert surveillance to assess whether their staff are spending more time than they should on LinkedIn or job sites.
Alternatively, here are some less big brotherish approaches every manager should be aware of:

Fresh or Foolish? – A motivated workforce the Ricardo Semler way

The idea that staff set their own pay, come and go from the office as they please, all within a business that has no written strategy sounds like a recipe for disaster. Not the story of a company that’s gone from $4m to $160m.

Ricardo Semler

Is this man a management genius?

Semco is no ordinary workplace, despite the fact that it operates in an industry as ordinary as engineering….

When teams and leaders collide

Why is it that when some companies and sports teams have a great leader and a brilliant team they still seem to under achieve?

Misaligned leaders and teams can have a very negative effect on success.

Misaligned leaders and teams can have a very negative effect on success, as shown by the England cricket team.

I was recently talking to an executive from a business that has exceptional recruitment.  They are renowned for attracting and recruiting some of the brightest minds in their field.  Their leaders are highly skilled and many have graduated from the best business schools.
 
During our conversation it became apparent that matching great leaders to already successful teams doesn’t always lead to instant success, in fact all too often team performance dropped as a new, highly competent leader was appointed.  The issue here is one of alignment.  Leaders come in different flavours – visionary, strategic, entrepreneurial, consensual, pastoral, motivational, as well as those brought in to turn around a crisis, the re-engineering leader….

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