{"id":518094,"date":"2025-02-28T13:36:38","date_gmt":"2025-02-28T08:06:38","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=518094"},"modified":"2025-07-30T10:47:13","modified_gmt":"2025-07-30T05:17:13","slug":"the-shape-of-work-speaks-what-matters-most","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/","title":{"rendered":"The Shape of Work Speaks: What\u2019s Missing and What Matters Most"},"content":{"rendered":"\n<p>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.<\/p>\n\n\n\n<p>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\u2019s what we found and how companies can improve.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#1_The_Best_Way_to_Acknowledge_Great_Suggestions_Within_a_company_whats_the_best_way_to_acknowledge_great_suggestions\" >1. The Best Way to Acknowledge Great Suggestions (Within a company, what\u2019s the best way to acknowledge great suggestions?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#How_to_Get_It_Right\" >How to Get It Right<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#2_Making_360%C2%B0_Feedback_More_Effective_Less_Intimidating_What_would_make_360%C2%B0_feedback_more_effective_and_less_intimidating\" >2. Making 360\u00b0 Feedback More Effective &amp; Less Intimidating (What would make 360\u00b0 feedback more effective and less intimidating?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#Best_Practices\" >Best Practices<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#3_Using_Real-Time_Feedback_to_Improve_Performance_If_360%C2%B0_feedback_had_a_%E2%80%9Creal-time%E2%80%9D_feature_how_would_you_use_it\" >3. Using Real-Time Feedback to Improve Performance (If 360\u00b0 feedback had a \u201creal-time\u201d feature, how would you use it?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#Key_Takeaways\" >Key Takeaways<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#4_Improving_the_eNPS_Approach_Whats_missing_in_the_current_eNPS_approach_in_organizations\" >4. Improving the eNPS Approach (What\u2019s missing in the current eNPS approach in organizations?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#Solutions_for_Better_eNPS_Engagement\" >Solutions for Better eNPS Engagement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#5_How_Often_Should_Employee_Achievements_Be_Celebrated\" >5. How Often Should Employee Achievements Be Celebrated?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#Creating_a_Recognition-Rich_Culture\" >Creating a Recognition-Rich Culture<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#6_Encouraging_Anonymous_Questions_at_AMAs_If_you_could_ask_an_anonymous_question_at_an_AMA_what_would_encourage_you_to_do_it\" >6. Encouraging Anonymous Questions at AMAs (If you could ask an anonymous question at an AMA, what would encourage you to do it?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#Best_Practices_for_AMAs\" >Best Practices for AMAs<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/#Final_Thoughts\" >Final Thoughts<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\" id=\"h-1-the-best-way-to-acknowledge-great-suggestions-within-a-company-what-s-the-best-way-to-acknowledge-great-suggestions\"><span class=\"ez-toc-section\" id=\"1_The_Best_Way_to_Acknowledge_Great_Suggestions_Within_a_company_whats_the_best_way_to_acknowledge_great_suggestions\"><\/span><strong>1. The Best Way to Acknowledge Great Suggestions<\/strong><strong> (Within a company, what\u2019s the best way to acknowledge great suggestions?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\ud83d\udd39 <strong>74.19%<\/strong> want ideas implemented with visible credit. \ud83d\udd39 <strong>51.61%<\/strong> prefer incentives for impactful suggestions. \ud83d\udd39 <strong>41.94%<\/strong> support public recognition (if opted in). \ud83d\udd39 <strong>22.58%<\/strong> believe winners should have a role in decision-making.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-how-to-get-it-right\"><span class=\"ez-toc-section\" id=\"How_to_Get_It_Right\"><\/span><strong>How to Get It Right<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u2705 <strong>Give visible credit<\/strong> \u2013 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.<br>\u2705 <strong>Offer meaningful incentives<\/strong> \u2013 Consider monetary rewards, learning opportunities, or even lunch with leadership. Atlassian\u2019s &#8220;ShipIt Days&#8221; allow employees to work on their ideas, with the best projects receiving funding.<br>\u2705 <strong>Make recognition optional<\/strong> \u2013 Some employees prefer private acknowledgment over public praise.<br>\u2705 <strong>Involve contributors without overwhelming them<\/strong> \u2013 Instead of assigning decision-making roles, invite employees to brainstorming sessions.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-making-360-feedback-more-effective-amp-less-intimidating-what-would-make-360-feedback-more-effective-and-less-intimidating\"><span class=\"ez-toc-section\" id=\"2_Making_360%C2%B0_Feedback_More_Effective_Less_Intimidating_What_would_make_360%C2%B0_feedback_more_effective_and_less_intimidating\"><\/span><strong>2. Making 360\u00b0 Feedback More Effective &amp; Less Intimidating (<\/strong><strong>What would make 360\u00b0 feedback more effective and less intimidating?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Traditional performance reviews often feel more like evaluations than opportunities for growth. Here\u2019s what employees prefer:<\/p>\n\n\n\n<p>\ud83d\udd39 <strong>70.37%<\/strong> want growth-focused feedback over evaluations.<br>\ud83d\udd39 <strong>44.44%<\/strong> support gamifying feedback participation.<br>\ud83d\udd39 <strong>25.93%<\/strong> believe AI-driven insights and reviewer flexibility would enhance the experience.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-best-practices\"><span class=\"ez-toc-section\" id=\"Best_Practices\"><\/span><strong>Best Practices<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u2705 <strong>Make feedback constructive<\/strong> \u2013 Shift the focus from judgment to skill-building. Netflix fosters a feedback-driven culture where constructive, real-time feedback is encouraged.<br>\u2705 <strong>Gamify participation<\/strong> \u2013 Introduce rewards or leaderboards to boost engagement. Companies like Zappos use gamification in employee development programs to keep things fun and engaging.<br>\u2705 <strong>Offer reviewer flexibility<\/strong> \u2013 Let employees choose reviewers they trust for a more transparent process.<br>\u2705 <strong>Leverage <a href=\"https:\/\/www.luzmo.com\/iq\">AI insights<\/a><\/strong> \u2013 AI-driven analysis can highlight key areas of improvement and help employees track their progress over time.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-using-real-time-feedback-to-improve-performance-if-360-feedback-had-a-real-time-feature-how-would-you-use-it\"><span class=\"ez-toc-section\" id=\"3_Using_Real-Time_Feedback_to_Improve_Performance_If_360%C2%B0_feedback_had_a_%E2%80%9Creal-time%E2%80%9D_feature_how_would_you_use_it\"><\/span><strong>3. Using Real-Time Feedback to Improve Performance (If 360\u00b0 feedback had a \u201creal-time\u201d feature, how would you use it?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Would real-time 360\u00b0 feedback be useful?<\/p>\n\n\n\n<p>\ud83d\udd39 <strong>58.33%<\/strong> would use it to flag challenges early and track leadership improvements.<br>\ud83d\udd39 <strong>50%<\/strong> want instant praise for teamwork.<br>\ud83d\udd39 <strong>37.5%<\/strong> prefer the ability to request feedback anytime.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-key-takeaways\"><span class=\"ez-toc-section\" id=\"Key_Takeaways\"><\/span><strong>Key Takeaways<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u2705 <strong>Enable early issue resolution<\/strong> \u2013 Real-time feedback prevents small concerns from escalating. Facebook has an open culture where employees can flag leadership challenges early on.<br>\u2705 <strong>Prioritize leadership growth<\/strong> \u2013 Give managers continuous insights into their development.<br>\u2705 <strong>Make praise a habit<\/strong> \u2013 Instant recognition, like Slack\u2019s &#8220;Kudos&#8221; feature, can boost morale and engagement.<br>\u2705 <strong>Offer on-demand feedback options<\/strong> \u2013 Employees should be able to request feedback anytime, not just during annual reviews.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-improving-the-enps-approach-what-s-missing-in-the-current-enps-approach-in-organizations\"><span class=\"ez-toc-section\" id=\"4_Improving_the_eNPS_Approach_Whats_missing_in_the_current_eNPS_approach_in_organizations\"><\/span><strong>4. Improving the eNPS Approach (What\u2019s missing in the current eNPS approach in organizations?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>While eNPS surveys help measure employee sentiment, they often lack follow-through. Here\u2019s what employees think is missing:<\/p>\n\n\n\n<p>\ud83d\udd39 <strong>66.67%<\/strong> want regular updates on improvements made.<br>\ud83d\udd39 <strong>61.11%<\/strong> need personalized follow-ups.<br>\ud83d\udd39 <strong>55.56%<\/strong> seek faster action on identified issues.<br>\ud83d\udd39 <strong>38.89%<\/strong> want more context around survey results.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-solutions-for-better-enps-engagement\"><span class=\"ez-toc-section\" id=\"Solutions_for_Better_eNPS_Engagement\"><\/span><strong>Solutions for Better eNPS Engagement<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u2705 <strong>Communicate improvements clearly<\/strong> \u2013 Regular updates build trust, like Microsoft\u2019s \u201cYou Said, We Did\u201d approach.<br>\u2705 <strong>Personalize follow-ups<\/strong> \u2013 Employees should feel heard, not just surveyed.<br>\u2705 <strong>Speed up issue resolution<\/strong> \u2013 Addressing concerns quickly fosters confidence in leadership.<br>\u2705 <strong>Provide deeper insights<\/strong> \u2013 Instead of just scores, offer qualitative feedback and trend analysis.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-how-often-should-employee-achievements-be-celebrated\"><span class=\"ez-toc-section\" id=\"5_How_Often_Should_Employee_Achievements_Be_Celebrated\"><\/span><strong>5. How Often Should Employee Achievements Be Celebrated?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\ud83d\udd39 <strong>61.11%<\/strong> favor monthly celebrations.<br>\ud83d\udd39 <strong>52.78%<\/strong> prefer quarterly recognition events.<br>\ud83d\udd39 <strong>41.67%<\/strong> value on-the-spot appreciation.<br>\ud83d\udd39 <strong>22.22%<\/strong> support weekly recognition.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-creating-a-recognition-rich-culture\"><span class=\"ez-toc-section\" id=\"Creating_a_Recognition-Rich_Culture\"><\/span><strong>Creating a Recognition-Rich Culture<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u2705 <strong>Balance Monthly &amp; On-the-Spot Recognition<\/strong> \u2013 LinkedIn combines formal quarterly awards with real-time recognition.<br>\u2705 <strong>Quarterly Events for Milestones<\/strong> \u2013 Google celebrates team achievements every quarter, reinforcing company values.<br>\u2705 <strong>Encourage Peer Recognition<\/strong> \u2013 Programs like &#8220;Cheers for Peers&#8221; at Airbnb let employees appreciate each other.<br>\u2705 <strong>Experiment with Frequency<\/strong> \u2013 Test different recognition formats to see what works best.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-encouraging-anonymous-questions-at-amas-if-you-could-ask-an-anonymous-question-at-an-ama-what-would-encourage-you-to-do-it\"><span class=\"ez-toc-section\" id=\"6_Encouraging_Anonymous_Questions_at_AMAs_If_you_could_ask_an_anonymous_question_at_an_AMA_what_would_encourage_you_to_do_it\"><\/span><strong>6. Encouraging Anonymous Questions at AMAs (If you could ask an anonymous question at an AMA, what would encourage you to do it?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>What makes employees more likely to engage in company AMAs?<\/p>\n\n\n\n<p>\ud83d\udd39 <strong>64.52%<\/strong> want real-time leadership responses.<br>\ud83d\udd39 <strong>51.61%<\/strong> value honesty and transparency.<br>\ud83d\udd39 <strong>41.94%<\/strong> look for follow-up actions.<br>\ud83d\udd39 <strong>41.94%<\/strong> appreciate fun incentives.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-best-practices-for-amas\"><span class=\"ez-toc-section\" id=\"Best_Practices_for_AMAs\"><\/span><strong>Best Practices for AMAs<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u2705 <strong>Prioritize Real-Time Leadership Engagement<\/strong> \u2013 Salesforce\u2019s AMAs allow employees to get immediate responses from top executives.<br>\u2705 <strong>Ensure Transparency<\/strong> \u2013 Leaders should commit to open, honest discussions, like Reddit\u2019s &#8220;Ask Me Anything&#8221; sessions.<br>\u2705 <strong>Follow Through with Actions<\/strong> \u2013 Addressing raised concerns builds trust.<br>\u2705 <strong>Make It Fun<\/strong> \u2013 Incentives like prizes for the best questions can boost participation.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-final-thoughts\"><span class=\"ez-toc-section\" id=\"Final_Thoughts\"><\/span><strong>Final Thoughts<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>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.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>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<\/p>\n","protected":false},"author":1036,"featured_media":518095,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[102635,879],"tags":[],"class_list":["post-518094","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement","category-office-culture","disable-dropcap","disable-2-columns"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.3 (Yoast SEO v26.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Shape of Work Speaks: What\u2019s Missing and What Matters Most - Springworks Blog<\/title>\n<meta name=\"description\" content=\"Unlock the power of Employee Feedback to enhance your company&#039;s culture and drive success through meaningful recognition and communication.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.springworks.in\/the-shape-of-work-speaks-what-matters-most\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Shape of Work Speaks: What\u2019s Missing and What Matters Most\" \/>\n<meta property=\"og:description\" content=\"Employees are the heartbeat of any organization. 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