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๐—™๐—ฒ๐—ฒ๐—ฑ๐—ฏ๐—ฎ๐—ฐ๐—ธ ๐—ฃ๐—ฟ๐—ผ๐—บ๐—ผ๐˜๐—ฒ๐˜€ ๐—š๐—ฟ๐—ผ๐˜„๐˜๐—ต

Updated: Feb 26



๐™’๐™๐™–๐™ฉ ๐™ข๐™ค๐™ฉ๐™ž๐™ซ๐™–๐™ฉ๐™š๐™จ ๐™–๐™ฃ๐™™ ๐™ง๐™š๐™ฉ๐™–๐™ž๐™ฃ๐™จ ๐™š๐™ข๐™ฅ๐™ก๐™ค๐™ฎ๐™š๐™š๐™จ ๐™ข๐™ค๐™ง๐™š ๐™ฉ๐™๐™–๐™ฃ ๐™ข๐™ค๐™ฃ๐™š๐™ฎ?
๐™ˆ๐™š๐™–๐™ฃ๐™ž๐™ฃ๐™œ๐™›๐™ช๐™ก ๐™ฌ๐™ค๐™ง๐™ .

Startups are pressurized. Seeking and acting on employees' opinions promotes retention, collaboration, and improvement.


Feedback helps to prevent obstacles from high performance.


As a founder, you may be hesitant about criticism of your company. Thatโ€™s understandable - but ignorance will constrain your growth.



๐—ฆ๐˜๐—ฎ๐—ฟ๐˜ ๐—ฆ๐—ถ๐—บ๐—ฝ๐—น๐—ฒ


The first survey may require some time to create, compile, and respond. Once established, the ongoing process should be painless.


Your first survey does not have to be complicated. In fact, something too complex will result in less useful feedback.


For quick and solid insights, consider these three questions:

ยท On a scale of 1-7, how likely are you to recommend our company?

ยท What do you like about our company?

ยท What could be improved about our company?


Add some space to comment on all these questions.


With the first survey, you establish a baseline. Later surveys can uncover trends. Send a survey every three to six months.


You may ask for new questions while noting that you will only add or replace one to encourage a dynamic process that remains simple.



๐—”๐—ฑ๐—ฑ ๐—–๐—ผ๐—บ๐—ฝ๐—น๐—ฒ๐—บ๐—ฒ๐—ป๐˜๐—ฎ๐—ฟ๐˜† ๐— ๐—ฒ๐˜๐—ต๐—ผ๐—ฑ๐˜€


Occasionally solicit opinions in managersโ€™ 1:1 meetings, founder meetings (before or during), team and company meetings.


Offer a digital suggestion box where employees can provide observations, thoughts, and concerns at any time.


People fear pressure and donโ€™t want to hurt othersโ€™ feelings.


Make feedback methods anonymous, including demographic or team information, and be clear you only want constructive insights.



๐—ฅ๐—ฒ๐˜€๐—ฝ๐—ผ๐—ป๐—ฑ ๐—ฃ๐˜‚๐—ฟ๐—ฝ๐—ผ๐˜€๐—ฒ๐—ณ๐˜‚๐—น๐—น๐˜†


Validate employees by addressing all the opinions. If a recommendation cannot be implemented now, then explain why.


You can also call out the changes made at the company since the last survey and discuss plans for future changes.


Creating a company culture valuing feedback requires a huge effort but ๐™–๐™ซ๐™ค๐™ž๐™™๐™จ ๐™—๐™ž๐™œ ๐™ง๐™ž๐™จ๐™ ๐™จ down the road such as losing key employees, inefficient work, a lack of innovation, and the inability to scale.


Add feedback to your reviews, seek 360-degree evaluations for leadership, and solicit both direct and anonymous opinions.


Instill a growth-mindset among your employees where candor, learning, and development are encouraged.


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