Organizations

Is it possible to make giving and receiving feedback less awkward? We think so. Here are some things we have found:

  • No one likes unsolicited feedback. Better to ask than offer. But no one wants to ask, because it is awkward.
  • Culture starts from the top. If no one in senior leadership asks for feedback, you shouldn't expect anyone else in the company to.
  • The first time is the most awkward; each subsequent time gets a bit easier.
  • If I ask someone for feedback, that is awkward; but if the person I'm asking knows that the reason I am asking for feedback is because it was assigned to me, then it is a bit less awkward.

The ThriveSmart app makes feedback less awkward, becasue:

  • Feedback is always requested - never offered unsolicited.
  • Multiple modules allows for variety in responses
  • Suggestion and Feedback forms guide you through the process
  • Each user is assured the privacy of their own data

Most people would agree that the traditional employor-employee relationship is changing.

  • More people working from home
  • More geographically dispursed teams
  • Teams form for beief projects and then disband

Fewer and fewer employees have a traditional "boss" who assigns, supports, and reviews all of their work. Employees are "pulled in different directions" and "serve multiple masters". The benefit is a more adaptable work environment, but the drawback is an even more chanllenging envinronment in which to monitor and manage employee performance.

What is the cost of disenfranchised or disengaged workers? Is disengagement contaigious?

Does Productivity lead to Fullfillment?

Does Happiness lead to Procuctivity?

...could both be true?

  • Shawn Achor's The happy secret to better work (2011)