Employees are the heartbeat of any organization. Their insights, feedback and contributions shape company culture and drive business success. However, many companies struggle with effectively recognizing great ideas, implementing meaningful feedback mechanisms, and ensuring transparent communication.
To bridge this gap, we gathered insights from TSOW Members on six crucial workplace topics- ranging from recognition and feedback to eNPS and AMAs. Here’s what we found and how companies can improve.
1. The Best Way to Acknowledge Great Suggestions (Within a company, what’s the best way to acknowledge great suggestions?)
🔹 74.19% want ideas implemented with visible credit. 🔹 51.61% prefer incentives for impactful suggestions. 🔹 41.94% support public recognition (if opted in). 🔹 22.58% believe winners should have a role in decision-making.
How to Get It Right
✅ Give visible credit – Recognize contributors in company updates or meetings. Google, for example, publicly celebrates employee-led innovations like Gmail and Google Maps, which started as employee suggestions.
✅ Offer meaningful incentives – Consider monetary rewards, learning opportunities, or even lunch with leadership. Atlassian’s “ShipIt Days” allow employees to work on their ideas, with the best projects receiving funding.
✅ Make recognition optional – Some employees prefer private acknowledgment over public praise.
✅ Involve contributors without overwhelming them – Instead of assigning decision-making roles, invite employees to brainstorming sessions.
2. Making 360° Feedback More Effective & Less Intimidating (What would make 360° feedback more effective and less intimidating?)
Traditional performance reviews often feel more like evaluations than opportunities for growth. Here’s what employees prefer:
🔹 70.37% want growth-focused feedback over evaluations.
🔹 44.44% support gamifying feedback participation.
🔹 25.93% believe AI-driven insights and reviewer flexibility would enhance the experience.
Best Practices
✅ Make feedback constructive – Shift the focus from judgment to skill-building. Netflix fosters a feedback-driven culture where constructive, real-time feedback is encouraged.
✅ Gamify participation – Introduce rewards or leaderboards to boost engagement. Companies like Zappos use gamification in employee development programs to keep things fun and engaging.
✅ Offer reviewer flexibility – Let employees choose reviewers they trust for a more transparent process.
✅ Leverage AI insights – AI-driven analysis can highlight key areas of improvement and help employees track their progress over time.
3. Using Real-Time Feedback to Improve Performance (If 360° feedback had a “real-time” feature, how would you use it?)
Would real-time 360° feedback be useful?
🔹 58.33% would use it to flag challenges early and track leadership improvements.
🔹 50% want instant praise for teamwork.
🔹 37.5% prefer the ability to request feedback anytime.
Key Takeaways
✅ Enable early issue resolution – Real-time feedback prevents small concerns from escalating. Facebook has an open culture where employees can flag leadership challenges early on.
✅ Prioritize leadership growth – Give managers continuous insights into their development.
✅ Make praise a habit – Instant recognition, like Slack’s “Kudos” feature, can boost morale and engagement.
✅ Offer on-demand feedback options – Employees should be able to request feedback anytime, not just during annual reviews.
4. Improving the eNPS Approach (What’s missing in the current eNPS approach in organizations?)
While eNPS surveys help measure employee sentiment, they often lack follow-through. Here’s what employees think is missing:
🔹 66.67% want regular updates on improvements made.
🔹 61.11% need personalized follow-ups.
🔹 55.56% seek faster action on identified issues.
🔹 38.89% want more context around survey results.
Solutions for Better eNPS Engagement
✅ Communicate improvements clearly – Regular updates build trust, like Microsoft’s “You Said, We Did” approach.
✅ Personalize follow-ups – Employees should feel heard, not just surveyed.
✅ Speed up issue resolution – Addressing concerns quickly fosters confidence in leadership.
✅ Provide deeper insights – Instead of just scores, offer qualitative feedback and trend analysis.
5. How Often Should Employee Achievements Be Celebrated?
🔹 61.11% favor monthly celebrations.
🔹 52.78% prefer quarterly recognition events.
🔹 41.67% value on-the-spot appreciation.
🔹 22.22% support weekly recognition.
Creating a Recognition-Rich Culture
✅ Balance Monthly & On-the-Spot Recognition – LinkedIn combines formal quarterly awards with real-time recognition.
✅ Quarterly Events for Milestones – Google celebrates team achievements every quarter, reinforcing company values.
✅ Encourage Peer Recognition – Programs like “Cheers for Peers” at Airbnb let employees appreciate each other.
✅ Experiment with Frequency – Test different recognition formats to see what works best.
6. Encouraging Anonymous Questions at AMAs (If you could ask an anonymous question at an AMA, what would encourage you to do it?)
What makes employees more likely to engage in company AMAs?
🔹 64.52% want real-time leadership responses.
🔹 51.61% value honesty and transparency.
🔹 41.94% look for follow-up actions.
🔹 41.94% appreciate fun incentives.
Best Practices for AMAs
✅ Prioritize Real-Time Leadership Engagement – Salesforce’s AMAs allow employees to get immediate responses from top executives.
✅ Ensure Transparency – Leaders should commit to open, honest discussions, like Reddit’s “Ask Me Anything” sessions.
✅ Follow Through with Actions – Addressing raised concerns builds trust.
✅ Make It Fun – Incentives like prizes for the best questions can boost participation.
Final Thoughts
Recognition, feedback and transparency are the building blocks of a thriving workplace. By implementing these insights, companies can create a culture where employees feel valued, heard, and motivated.
