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Digital Employee Feedback On-site and Online

Manage employee satisfaction. Decrease fluctuation. Increase revenues.

How SayWay can be used in the HR sector

Use on-site feedback in the following scenarios

Check-Out Feedback

In dai­ly, instant check-out feed­back, SayWay’s dri­ver analy­sis tool has estab­lished itself as the stan­dard. One ques­tion, one screen — only dis­sat­is­fied employ­ees are asked to state the areas that are the cause of their dis­con­tent. This keeps you in touch with the over­all lev­el of employ­ee sat­is­fac­tion all the time. Every­day, every­where. The infor­ma­tion on the rea­sons for dis­sat­is­fac­tion are record­ed in real-time and show you imme­di­ate­ly whether there are any sig­nif­i­cant and sys­tem­at­ic devi­a­tions in one par­tic­u­lar area of the com­pa­ny that call for action.

Event feedback

In big­ger organ­i­sa­tions in par­tic­u­lar, employ­ees often par­tic­i­pate in fur­ther train­ing, sem­i­nars and events. The key task here is to find out whether expec­ta­tions were ful­filled in gen­er­al and, more specif­i­cal­ly, how the speak­ers, organ­i­sa­tion and con­tents are rat­ed.

Canteen feedback

Food is a cul­tur­al fac­tor that has a great impact on the over­all sat­is­fac­tion of employ­ees. That’s why it’s a good idea to ask peo­ple to rate the food reg­u­lar­ly, or even con­tin­u­ous­ly. In prac­tice, you will find you don’t just get praise and crit­i­cism, but also sug­ges­tions that can be incor­po­rat­ed into the meal plans. Say­Way has exten­sive expe­ri­ence in this field. Over 300 ter­mi­nals have been suc­cess­ful­ly used in the can­teens of lots of nation­al and inter­na­tion­al com­pa­ny branch­es.

Company suggestion schemes

Every com­pa­ny has a huge cre­ative poten­tial. And com­pa­nies should reg­u­lar­ly exploit this cre­ativ­i­ty and intel­li­gence in order to col­lect sug­ges­tions for improve­ments and ideas. Of course, it is impor­tant in this con­text that the employ­ees are told about the results/suggestions.

Strategy feedback

Changes already imple­ment­ed in cor­po­rate strat­e­gy or planned changes involv­ing alter­na­tive con­cepts can be eval­u­at­ed quick­ly and eas­i­ly using SayWay’s instant feed­back infra­struc­ture. Feed­back mea­sures have a sig­nif­i­cant impact on the accep­tance and effec­tive­ness of changes and new ideas in com­pa­nies. Say­Way Inter­nal can be used here as a sup­ple­men­tary solu­tion to tra­di­tion­al employ­ee sur­veys. If deficits were exposed in par­tic­u­lar areas and mea­sures imple­ment­ed to rem­e­dy them, Say­Way sys­tems can be used to analyse just how suc­cess­ful the mea­sures were direct­ly in the depart­ments con­cerned.

Polls / opinion building

Polls in the com­pa­ny as a whole or in cer­tain areas/regions and branch­es on var­i­ous sub­jects (e.g. fundrais­ing projects, alter­ations, cor­po­rate events and Christ­mas par­ties). The ide­al place to cre­ate an open feed­back cul­ture and an easy way of involv­ing employ­ees.

feedbackterminal-tablet-touch-feedback

The feedback process

If a feed­back project is to be suc­cess­ful and sus­tain­able, the feed­back process must be defined and imple­ment­ed very pre­cise­ly. Clear project respon­si­bil­i­ties, appro­pri­ate ques­tion­naires, agree­ment on a clear form of online report­ing as well as a care­ful­ly cho­sen loca­tion are just some of the com­po­nents involved in defin­ing an on-site feed­back process.

 

Closed loop

The closed loop con­cept gives our cus­tomers guide­lines as to how they can work active­ly with the feed­back data col­lect­ed and com­mu­ni­cate the results back to the tar­get group. This cre­ates a liv­ing and very moti­vat­ing feed­back cul­ture. Your employ­ees dis­cov­er direct­ly what has changed as a result of their feed­back and see that their voice can con­tribute to shap­ing the com­pa­ny. Our project man­age­ment team will be hap­py to help you with the closed loop process.

Digital Employee Feedback On-site and Online

Manage employee satisfaction. Decrease fluctuation. Increase revenues.

Com­pa­nies that suc­cess­ful­ly inte­grate their employ­ees into com­mu­ni­ca­tion process­es and use effec­tive feed­back infra­struc­tures func­tion more suc­cess­ful­ly because their employ­ees are more moti­vat­ed, more inno­v­a­tive and hap­pi­er. Trans­for­ma­tions and changes that are crit­i­cal in order to stay com­pet­i­tive can be inte­grat­ed into these com­pa­nies far more effi­cient­ly than in com­pa­nies where the employ­ees are not or not suf­fi­cient­ly involved in the com­mu­ni­ca­tion process or where they are just at the receiv­ing end. Mod­ern com­pa­nies should not only con­tin­u­ous­ly and sys­tem­at­i­cal­ly mon­i­tor the tra­di­tion­al hard facts and KPIs but also the emo­tion­al pulse of their staff. Changes in mood and the for­ma­tion of opin­ions in par­tic­u­lar con­texts can then be iden­ti­fied at an ear­ly stage and used as a basis for bet­ter deci­sions that are more in tune with the employ­ees’ wish­es.

Tra­di­tion­al employ­ee sur­veys are an impor­tant and pow­er­ful instru­ment in this con­nec­tion. How­ev­er, they are gen­er­al­ly only car­ried out once a year or every two years. They often require a lot of organ­i­sa­tion and it takes a long time to analyse them and pro­duce a report. Due to the increas­ing speed of busi­ness process­es, addi­tion­al, faster and long-term feed­back pro­ce­dures are becom­ing nec­es­sary along­side the exist­ing, tra­di­tion­al meth­ods. Dig­i­tal feed­back sys­tems on site in the depart­ments or inter­nal ser­vice areas offer an ide­al basis for this form of feed­back infra­struc­ture with a com­mu­ni­ca­tion chan­nel that is always open for all employ­ees in crit­i­cal areas.

 

Say­Way helps com­pa­nies to set up this dig­i­tal chan­nel quick­ly and eas­i­ly for employ­ee sur­veys with­out inter­fer­ing with the exist­ing IT infra­struc­ture. When installing Say­Way, we use a tool­box that we have devel­oped and con­tin­u­al­ly enhanced joint­ly with cus­tomers over the past few years.

Measure the “pulse of employee satisfaction”

With our feed­back ter­mi­nals and online sur­veys that are quick and easy to set up, you can mea­sure the pulse of sat­is­fac­tion right down to the micro-lev­el of the com­pa­ny. At the macro-lev­el, i.e. the head­quar­ters, branch­es and depart­ments can be eval­u­at­ed and opti­mised eas­i­ly.

Feedback questionnaires

HR detailed survey

HR driver analysis

In dai­ly, instant check-out feed­back, SayWay’s dri­ver analy­sis tool has estab­lished itself as the stan­dard. One ques­tion, one screen — only dis­sat­is­fied employ­ees are asked to state the areas that are the cause of their dis­con­tent. This keeps you in touch with the over­all lev­el of employ­ee sat­is­fac­tion all the time. Every­day, every­where. The infor­ma­tion on the rea­sons for dis­sat­is­fac­tion are record­ed in real-time and show you imme­di­ate­ly whether there are any sig­nif­i­cant and sys­tem­at­ic devi­a­tions in one par­tic­u­lar area of the com­pa­ny that call for action.

HR detailed survey

Say­Way rec­om­mends that its cus­tomers offer a more in-depth sur­vey at least every three months. We can send online links for these sur­veys, which of course are more time-con­sum­ing. The links can be pro­vid­ed on the Intranet or sent to employ­ees by mail, enabling them to choose the place that suits them best to com­plete the sur­vey.

Individual reporting

Keep your finger on the pulse of your employees, centrally and locally

Every com­pa­ny needs dif­fer­ent infor­ma­tion. The Say­Way Report­ing takes these indi­vid­ual require­ments into account through cus­tomised solu­tions for each com­pa­ny. Dif­fer­ent loca­tion struc­tures require spe­cial dash­boards. The roles and rights sys­tems must be devel­oped dif­fer­ent­ly depend­ing on the hier­ar­chi­cal lev­els.

The report­ing sys­tem must be able to dif­fer­en­ti­ate intu­itive­ly between online sur­veys and on-site ques­tion­naires. The design of auto­mat­ed PDF reports must be clear­ly aligned with the indi­vid­ual frame­work con­di­tions. The Say­Way HR team will be pleased to help you to design your own indi­vid­ual online report­ing tool.