Translated from 日本語 • View original Colorkrew recently conducted an employee engagement survey. This questionnaire is done once a year and has evolved every year. This time, it was a hearty questionnaire with 61 items.
Questionnaires hurt
If everyone answers the questionnaire with sincerity, critical opinions will always be included. Reading critical opinions is heartbreaking.
In particular, I think that there are many people like me who feel criticism of themselves, even if they have opinions about the company.
But I also think that the questionnaire should be like that.
If the content is only comfortable for you, there is something wrong with it. This is because there is a possibility that you are being contemplated.
What is the purpose of the survey for Caracle?
Karakul's Bali Flat is a company management system that all employees create.
Of course, it is not possible to decide all systems by majority vote, so basically the management project led by me plays a role in making decisions to change various things.
However, management projects have a limited number of members, and it is not possible to see things from everyone's perspective. Therefore, in order to incorporate more and more good opinions from members other than the management project, we have created an environment and a system where opinions can be given at any time.
It is a daily practice at Karakul to have opinions come out in real time, consider them, and take measures at once.
Some people may think, "If you can always express your opinions, wouldn't regular surveys be necessary?" However, when you take a questionnaire, various opinions come out as a result, so I think it is important to take a questionnaire regularly.
What is the content of a survey?
I would like to introduce that Karakul's questionnaire asks about this.
(1) About MVS (Mission Vision Spirits). Not only are they putting it up as a theme, but are they making efforts to make it happen? Whether you are actually heading towards a vision, etc.
(2) About management. Are you sending it out firmly? Are you reading that? Are you consistent in your words and deeds? Do you have any opinions?
(3) About the Bali Flat system. From each point of view, is it functioning well? Is there a problem?
(4) About self-growth. Is there a growing environment? Do you feel like you're growing?
(5) About the personnel system. Do you think the evaluation is fair? Is the coaching system working?
(6) eNPS (Employee Net Promoter Score) "How much would you recommend your workplace to your close acquaintances and friends?"
(7) Are there any harassment systems such as sexual harassment and power harassment?
(8) Do you have any ideas to make Karakul better?
This is roughly the content. For each item, a free description is also provided at the end.
By the way, (2) is a question only about managers. This is practically a 360-degree evaluation of me from everyone.
How did I feel when I read the survey results?
In this survey, many of the responses spoke positively about the current operation of Karakul, and many of them were very happy.
However, at the same time, some of the answers were negative for the company and of course there were criticisms of me.
Every time, when I finish reading all the survey answers, I want to escape reality for a while. Laughter
I always think it's my job to do my best even if everyone doesn't like it, but I feel sorry for myself for being quite hurt when I receive feedback. I can't get used to doing this for many years.
You don't have to get used to it because you have to face it firmly without getting used to it, but I think this time is a difficult moment in the position of leader.
Registered or Bearer
Currently, I am doing it under "registered name".
In the past, I used to do it anonymously, but there were many opinions in the anonymous questionnaire that it should be done by name, and I couldn't ask people who wrote what they thought was a problem for the company if they were anonymous, so I decided that I would not be able to solve the problem in the end.
The reason why many people support the registration may be because it is a karakul that requires people to be open about their activities and ways of thinking.
Even if it is such a caracle, it takes a little courage to make a statement that contains criticism of management. It's easier for me as an individual not to make waves, but I say what I think for the team. This is a great thing and I think it should be respected.
Of course, as mentioned above, it is also something that makes you feel "uh-huh", so at Karakul, we ask everyone to "express the content politely and politely, even if the content is critical."
What to do after taking a survey
First, all comments will be made public and available for all employees to review.
And I will definitely respond to critical answers from among them.
When you think you should talk to them personally, it's one-on-one. After that, I will try to answer each one as openly as possible in the circle that disseminates my ideas called iKEIJI on Goalous.
Generally, in one questionnaire, I explain my way of thinking about about 20 to 30 opinions.
At Karakul, we are required not to think about employee questionnaires**, and sometimes to send out critical opinions**. To achieve this, "psychological safety" is necessary, which is an essential condition for becoming a strong team.
I also write a blog about psychological safety, so if you are interested, click here.
"How to create an organization that promotes psychological safety" https://blog.colorkrew.com/psychological-safety/
We will improve psychological safety, create an environment where people can say what they think, and management will face it seriously. Isn't employee surveys a very useful and important initiative to build a strong team?