Introducing the Feedback Maturity Matrix

We’ve reached a tipping point with regards to engagement, culture, and feedback in the modern workforce. Consider the most recent survey data published by Gallup:
  • Gallup surveys have shown that 87 percent of global employees (almost 9 in 10) are not engaged at work. That disengagement is costing U.S. companies alone about $450 billion per year in lost productivity
  • Within those Gallup surveys over the past half-decade, one of the consistently lowest-scoring areas is employees feeling their opinions don’t count.
This shouldn't necessarily be surprising; opinions and feedback for decades have been based on one-directional, once-a-year surveys and performance reviews. These are not agile or engaging enough for the current workforce.  The modern workforce craves something more frequent and transparent than these outdated processes can provide.   With this in mind, we've created the Feedback Maturity Matrix below to help visualize where your organization is today and how you can create a highly connected and engaged culture.

We believe that all organizations need to strive to create this fully connected and engaged culture. The Gallup data is pretty clear evidence that companies will either thrive or parish based on their ability to get this right but there’s another powerful external force happening today that you should be aware of, too:
  • The Glassdoor Effect: What’s that? It’s fairly basic. If you have an issue with your airline in the modern age, what might you do? Tweet about it or share it online somehow? What about with a place you had dinner? Yelp, Google+? It’s the exact same way for employees. Glassdoor is pre-eminent, but other employer review sites exist -- and potential employees can gain a ton of information about your culture, your pay scales, and your opportunities for advancement. In short, the tables have turned where talent is now evaluating whether what you offer is a fit for their needs. Even just a few years ago, almost all evaluation was being done by the employer, not the employee. 
We know many large, complicated organizations find themselves stuck in Quadrant 1 (Q1) on the chart above; they have low degrees of transparency (information is sheltered in the highest levels) and offer infrequent opportunities to provide feedback (probably closer to annual).

Yes, there are a few exemplary organizations (Q4 above) such as Google using a modern and progressive approach to manage and engage their people, but these organizations have been honing their process for years.  It is clear you do not get there overnight. 

Whether you start by embracing frequency or transparency, you need to begin moving through the quadrants of this matrix. For organizations that are dependent on annual feedback processes, the first step is to begin augmenting these annual processes with more frequent, organic check-insBecause the annual survey is such an entrenched HR process, we know it can be challenging for many organizations to make their first step but using an agile solution like Waggl make this first step much easier to take. 

For decades organizations have been run based on financial metrics but they often times are trailing indicators of real performance and the health of the organization. Running your organizations based on just these financial measures is no longer an effective means of navigating your business. Progressive CEOs and CHROs are beginning to understand that the only true and sustainable competitive advantage in business is the organizational health and the connected-ness of your people, but the challenge has always been how do you get on the pulse of these things?

Waggl is a platform designed to start you on this journey to Q4 from wherever you may be today. Connect with us to learn how Waggl can help you get on the nerve of what's really happening inside your organization - today.