feedback

Employee activism might sound like a scary term for someone trying to run a company, but it’s actually an opportunity for organisations to bring their values to life in the real world.

At Peakon we work hard to make feedback a frictionless process. This is a constant process of customer-driven and data-driven innovation.

For this new feature, Mads and Guntis from our Design team partnered with Joe from our Data Science team to define work acknowledgements versus social. We asked them to share their story with you.

A pat on the back is easily doled out. But giving meaningful, timely and motivating recognition to your employees takes some thought. It’s worth making the effort: a 2015 study showed that praising your employees‘ strengths is many times more effective in driving engagement than trying to correct weaknesses.

A sense of accomplishment is a lovely thing, and it’s also crucial for a productive workplace. Remove that glowing feeling and things start to unravel pretty quickly. So, how can we help employees gain a sense of accomplishment?

Asking for feedback from anyone can be a daunting process, especially when you may not know what the response will be. However, feedback is crucial for the continued growth of any business, and for maintaining a good level of trust between employees and their leaders. But is there a right time to start gathering this feedback?

You’ll be hard pressed these days to find a business that doesn’t profess to be “employee first”. What you will find – however – are plenty of businesses that have an “employee last” approach to engagement; i.e. the employees are the last people to see the results of their own engagement data.

Our latest platform update facilitates both the need to optimise surveys for different areas of your business, and a seamless move towards real-time feedback. You can now run multiple survey schedules, frequencies, and questions across your organisation.

In a world where providing feedback is the norm – whether hotel ratings, restaurant reviews, or even the Peppa Pig app I downloaded for my nephew – we are sharing insights for future consumers of these products.

Knowing you’re being listened to is an essential part of any conversation. It’s no wonder then, that sharing feedback anonymously – as is the norm with employee engagement surveys – often doesn’t feel like a dialogue that will lead to action.

As a centralised HR function in a matrix organisation or a business split into distinct entities, working with employee engagement has its own challenges. Our latest platform updates enable Peakon to provide more powerful insights for complex organisations.

Our second article in the Millennial myth-busting series focuses on a common misconception. It tackles the myth that Millennials do not have the resilience to deal with criticism or delayed gratification at work.

The annual employee engagement survey stands to face a vote of no confidence. Unloved by everyone who completes it, and unable to improve stubbornly low rates of engagement, it sticks out like a sore thumb when we use real-time data as the basis of our decisions in finance, marketing, product development and more.