By encouraging your team to take part and have their say, you’ll benefit from more robust feedback and they’ll feel invested in the feedback process.
Prior to WorkBuzz going live
Before providing feedback, employees typically have two concerns:
- Is the survey really confidential?
- Will the company listen to and act on my feedback?
As a manager, the below FAQs will help you communicate WorkBuzz and maximise their buy-in:
What is the purpose of WorkBuzz?
Our goal is to improve our company culture, proactively address your daily challenges and become a better place to work.
Why should I participate – what’s in it for me?
Your views and suggestions will help us better prioritise our resources and become a better place to work. By taking part, you have a chance to have your say and influence this.
Is my feedback confidential?
Absolutely – we cannot view your individual answers because WorkBuzz merges these with your colleagues. You can read more about how WorkBuzz protects your confidentiality here.
How will I be asked to complete the survey?
For employees with email, you’ll receive a short email from WorkBuzz inviting you to take part and have your say.
For employees without email, you’ll be given a ‘Kiosk’ code to access the survey from a shared computer or using your smart phone. This helps ensure nobody completes the survey twice. WorkBuzz also keeps your feedback confidential, so nobody in our organisation can identify you.
As my manager, what will you see?
I cannot view responses from individuals but provided at least five team members participate, we will receive an online report summarising our feedback. It will also highlight how we compare against the wider organisation and track trends over time. If fewer than five people complete the survey, our feedback will be included in the overall company results only.
During a WorkBuzz Pulse
Encourage your team to take part and have their say – remember, it’s not compulsory to take part, but emphasise how you’re committed to listening and acting on their feedback. In operational teams, ensuring your colleagues have time allocated to complete the survey can help ensure they have the opportunity to have their say.
Following a WorkBuzz Pulse
To build trust with your team promptly share the summary of their feedback, ideally face-to-face and involve them in acting on this. For our top tips on this, visit Top Tips for Acting on Your WorkBuzz Feedback