Which companies collect feedback for startups

These digital tools help to get feedback from employees

The annual employee appraisal with the (direct) supervisor serves, among other things, to compare the operational experience of the team members directly with that of their managers. On a larger scale, regular “jour fixes” and employee meetings serve to raise the mood and obtain feedback. The larger the gathering, the more likely the management level will have the need to communicate special innovations or unexpected developments.

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Especially when it comes to bad news - maybe even dismissals - it is important to give the opportunity to give feedback and to answer questions honestly. The same applies to everything that is collected anonymously, for example via a "suggestion box": all concerns, fears and criticisms that come along this way must be addressed. For example in a company magazine or on the intranet, where an ombudsman or ombudswoman takes a position on the most frequently mentioned issues. In the case of larger issues, the company management should also be involved and make a statement.

Digital tools for the feedback culture

These classic channels of internal communication have long been supplemented by e-mail (employee newsletters) and internal online forums. But digitization is also advancing in this area: With "Workplace" Facebook has developed its own tool for collaboration and mutual exchange within the company. Also the collaboration messenger "Slack" has grown to a stable size in many companies six years after its launch. In the meantime, employees can be surveyed using various apps ("Polly", "Abot"), team birthdays can be tracked ("BirthdayBot") or micro-feedback ("Micro-feedback") can be obtained.

The software is specially designed for employee feedback "Peakon". Since 2014, its founders have wanted to “provide insights” on the basis of which “everyone in the company can exploit their entire potential”. And for this it is of course essential that managers know about the individual needs of the workforce and the skills of the employees.

The "suggestion box" in the 21st century

The Linz HR startup TeamEcho, the solution of which was ready for the market in 2016, sums up the principle of his feedback tool in three words: questions - analyze - improve. The algorithm developed for this asks “the right questions at the right time”, with minimal effort for everyone involved.

The feedback from employees gives a “real-time insight into the working atmosphere”, as TeamEcho promises. Focus analyzes on various topics or categories are possible. The greatest benefit for every company is the ongoing trend analysis including an early warning system: This helps to take corrective measures in good time if employee satisfaction drops in a certain area and to jointly tackle solutions.