Build a high-performing organization by empowering team leaders.
As an executive, most of what keeps you up at night is the "people side" of the business.
How do I develop great leaders? How do I hold them accountable? How do I identify and reward top-performers? How can I keep morale high, while simultaneously ensuring that they are productive?
The people side of business can be tough - according to Gallup nearly 70% of the U.S. workforce is disengaged (they aren’t committed to the work they are doing or the workplace). For every employee who fits this mold, you're throwing away $3,500 for every $10,000 you pay them in compensation.
There’s huge productivity implications here. This figure doesn’t even include the cost to hire someone new due to a sudden departure.
Many organizations try to solve this issue by running an annual engagement survey to understand what’s going on. After all, you need to measure what's going on before you can do anything about it. This once a year process takes weeks to set up, a couple weeks to fill out, and a few weeks (or more) to analyze.
When the analysis happens, results are typically segmented by layers of the org chart. The only issue is that this hierarchy is a static representation of how people work together, while reality is a completely different story.
For many organizations, cross-functional teams are formed around a particular project, but these teams are completely invisible when you segment an engagement survey by departments.
Let's not forget that this once per year surveying process is retroactive. The best case scenario is that you understand a bit more about what’s going on, but simply knowing that a problem exists is not enough.
This is like stepping on a scale and believing you’ll lose weight as a result. You need to take action to make improvements.
High-performing organizations are built at the team level. According to Gallup (the same organization that estimates that most of your workforce is disengaged), 70% of the variance in engagement scores is at the team level.
This intuitively makes sense. Great leaders bring out the best in their team. They encourage, motivate and inspire, all while maintaining high standards. On the flipside, lower-performing leaders drain a team’s energy, and destroy morale and productivity.
So how do you foster top performing teams, while holding everyone accountable?
That’s where we can help.
Friday Feedback makes it easy for team leaders to check-in about near-term work. Every week team members answer a few quick questions, and they also have the opportunity to send recognition (kudos) to peers for a job well-done.
These insights roll up to a team leader, so they can see exactly what’s going on. These insights help kickstart meaningful development conversations and drive productivity (and happiness).
These insights are delivered to the right person, at the right time. You don’t have the bandwidth to fix every issue that pops up. You need the help of your team leads.
Friday Feedback gets as close to the action as possible, because that’s the only way you can drive meaningful change.
While Friday Feedback is geared towards empowering team leads, we have robust reporting tools available for executives, giving you the ability to dive deeper into a particular team. Discover the ground truth.
For example, you can learn the following:
These are pretty big challenges for busy leaders to solve on their own. We can help you solve these issues without adding an extra burden onto your already busy schedule.
Getting up and running on Friday Feedback takes less than five minutes. Simply invite your team over email, pick a few questions you’d like to ask, and choose the cadence at which you’d like to receive feedback (weekly, bi-weekly, monthly).
Leaders who use Friday Feedback say that the feedback they get through Friday Feedback is more honest than feedback they receive in-person.
It’s no surprise - on Friday Feedback, employees have the ability to collect their thoughts and compose a clear message vs. being put on the spot in a weekly meeting or one on one.
For every survey, employees are given the opportunity to say thank you to their peers. In our research, 45% of people who answer questions on Friday Feedback also send recognition to peers every response period. This strengthens team bonds and also allows managers to see who true top-performers are. Less gut instinct, more feedback from your team.
Over time, feedback and kudos roll up for each employee in their own profile. This allows management to see the current state of each member of their team. Each employee is different - it’s time you understand and treat them that way.
Responses also roll up for each team, giving managers insights into how the team is trending over time. Instead of guessing how they are doing compared to the past, managers can see exactly how it stacks up. Stop guessing, start measuring instead.
For organizations on Friday Feedback, leadership can easily see how each team inside the organization is trending. How is the engineering team trending compared to the marketing team? Leadership can define company-wide questions while still giving managers the ability to ask team-specific questions.
Advanced access controls give managers insights into their own team, without sacrificing the privacy of employees on other teams.
There are three user access levels listed below:
Setup takes minutes for smaller teams under twenty. For the first couple weeks you may need to remind certain members of your team to complete the survey, simply because building a habit isn't automatic. We do automatically send another reminder email on Monday if an employee doesn't answer on Friday. We'll do the heavy-lifting for you.
Contact us about a custom solution that fits your needs. You can also try it with a smaller team (under twenty employees) first with our free 3-week trial. It's a great way to see it in action before making an investment for the entire organization.