Waggl Featured in Wall Street Journal


We were honored to be included in this recent Wall Street Journal article by Christopher Mims. Mims picked Waggl as an example of anonymous pulsing platform to find out what employees really think and the significance of authentic feedback as it relates to organizational culture.

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Tweet from Christopher Mims (@Mims):
“I wrote about creating a ‘listening culture’ at companies, I honestly think it’s the most transformative thing ever.”

We agree and chances are you do, too.  You’re showing signs that you’re progressive and hungry for new tools that actually work (without creating MORE work for you).

We wanted to build on a few points that were made in the article:

  • The Glassdoor Effect: This has emerged as a concept recently in hiring/talent management/innovation circles. The idea is simple: Glassdoor has become a great repository for information about a company, from salary levels to what employees actually think. Oftentimes, though, management responds to these trends way too late as they are not actively managing their internal culture (or at least thinking about it). If you ran a small restaurant and the Yelp reviews were coming in by the boatload as negative, do you think you’d change some things? You probably would. So this “Glassdoor Effect” is about understanding what’s out there about you before it starts to do damage -- and that, of course, begins with the employees you currently have in-house.

  • The Waggl Advantage: We’ve studied the talent management space and worked with professors, empathetic designers, thought leaders, researchers, and more. We believe our greatest value-add is that we’re (a) fast and (b) transparent. You can get the pulse of the answers you need on a topic/idea quickly, and people will feel they can be honest (we hope). This is quick, it’s real-time, it can happen daily, weekly, or monthly -- in short, it’s flexible -- and our goal is the same as your goal: you get a better handle on how your people really feel, so you know where to course-correct and you’re not blindsided.

  • The Two Sides of Anonymous Tools: Some may have read the WSJ piece and said, “Oh, my company does that! There’s an anonymous employee survey every year, and then they report the results back to us!” No. No. A million times no. We’re talking about something much different, as is (hopefully) anyone in this space. We want it to be quick and authentic. The goal is real-time and transparency. It’s not -- and never should be -- once a year, a wrap-up PowerPoint, and then no mention of it until the next survey. Your org’s culture is a living, breathing thing. It needs to be treated as such.

  • A Mini-Case Study: You see a few examples of this in the WSJ article, and we’d love for you to try it with us: send out a “pulse” (a Waggl) before your next staff meeting or Town Hall. Pick a topic you want help with and we’ll help you word the pulse. Collect the results, discuss them (we can help with that too!), and lead the meeting with that. Rather than a traditional presentation -- senior management speaks, and then asks for questions (highly intimidating) -- our system allows the questions to come first, then begin the dialogue. It creates much more effective discussion around what’s really on people’s minds.

Let’s Waggl!   Contact us today to discover how Waggl can help transform your organization!