Evaluating Performance Surveys

Evaluating performance surveys

favorable work environment is an essential factor for the proper functioning and the productivity of the company. Work environment and productivity are closely related. Employees who feel that their jobs don’t give them any personal satisfaction, do not receive a fair wage, are overwhelmed with responsibilities or must endure a bad boss, become frustrated and unmotivated, and therefore their effectiveness decreases.

For a company to increase its profitability it requires happy, productive and motivated employees. Although as managers of the company, when we make an assessment in the workplace, we may think that the business prospers, the customers are satisfied and staff turnover is not significant. However the reality may be quite different: workers may not enjoy their work, conditions could be upgraded, there could be the possibility of increased productivity through a supportive work environment, motivation and drive…

What are the three factors that make employees love their jobs?

  • An interesting work.
  • Professional development and personal fulfillment.
  • Working in decent and professional conditions, and in a friendly and favorable work environment.

In order to take the pulse of a company and get to know thoroughly its workplace climate, it is extremely useful to implement regular performance reviews. Thanks to them, you can have a comprehensive and realistic perspective on the actual situation of the company’s most valuable asset: its employees.

Employee surveys, conducted by HR departments allow managers to obtain vital data about the business so that management and employees can establish a constructive dialogue on their respective professional targets, the future development of the company and how to increase productivity.

Using the surveys to review the performance


  • Information.

The information collected will be very useful to review the performance, to shape the training programs for management, to develop the skills of workers and to guide the professional career of each individual.


  • Self Assessment

Each worker must grade their level of job satisfaction and performance. Also, they must assess whether the objectives stipulated at the beginning of the year were achieved and whether these objectives were realistic and achievable.


  • Skill Assessment of the teams and workers

The surveys collect performance management insights and skills of both individual workers and teams.They reveal the differences between self-assessment questionnaires of the workers and of the management. Using this data, we can identify the shortcomings or needs in order to come up with a plan to reach our objectives.


  • Efficiency of the managers

The feedback from employees on their bosses is extremely valuable to unify objectives and improve efficiency.


Requirements of an Effective Performance Review Survey


  • 360º Comments

(Evaluation of multiple sources). To get a comprehensive perspective, the survey must report on the performance of a worker from the perspective of colleagues, peers, subordinates, etc, and not just the manager.


  • Performance of the managers

The feedback from employees about their managers will assess the corporate team and get insights on the business, its public relations and its job performance.


  • Employee satisfaction survey

The staff’s happiness translates into satisfied customers. Any company can test the level of satisfaction of its employees, including retail and online businesses.


3 useful tips for workers to complete the survey without problems

  • Preserve anonymity

  • Providing options for employees to express themselves through open questions and unstructured responses.

  • Informality. Please do not use a corporate technical language, formal or technical, but a relaxed, conversational tone.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™


How does feedback improve performance?

The Importance of Feedback


In a company there are many aspects in which personal relationships are fundamental. In order to measure the inner workings of the company and the evaluation of the work environment, we must have feedback  through regular performance evaluations, measurement of the labor and organizational climate, coaching or other evaluation and monitoring processes.


But do we really know the meaning and importance of feedback for achieving job success and increasing productivity of the company?


A good or bad feedback has a direct impact on workers.


It should be made clear that a candidate’s feedback is important to see it’s  weaknesses and strengths. A good feedback serves as a motivational tool and helps in the employee’s growth and the achievement of its career success.


The concept of feedback is very wide and can be applied in many different ways:


  • In educational processes.
  • To assess the individual development of a person.
  • In couple’s relationships.
  • As an instrument for measuring the working environment of a company.


And in general, in any process of personal growth and development or interaction with other people and situations. The feedback is an instrument used to refocus and improve the effectiveness of human relationships.


The feedback is a system of communication between a sender and a receiver. The issuer makes an assessment of the actions of the receiver.


In the workplace, the feedback is a kind of evaluation system. The person who gives it, gives to the recipient, his opinion about the performance of a particular task and the degree of satisfaction that the company has obtained as a result of the task.


So, you can maintain and enhance the strengths of the worker and give guidelines to improve the shortcomings. Thus, feedback becomes an indispensable support tool to improve the interpersonal relationships and performances within the company.



How to achieve a good feedback .


To achieve the desired impact of the feedback on the improvement of the performance,we have to follow a particular technique, always aiming for a good working environment and an improvement of productivity. The feedback can be received by the receiver in either a negative or a positive way, and this will be crucial for the person to implement changes in its attitude and that the feedback has served its purpose.


By doing feedback must focus on two aspects:

  • What do I perceive that the worker lacks in order to achieve its objective?
  • What kind of “relationship” I want to establish with the other person? And what do I hope to get after giving the feedback?


To answer these two questions is necessary to establish a methodology by following these steps:


  1. Knowing what the other person’s objectives are and expose the aspects which in your opinion would improve their effectiveness.
  2. Establish an atmosphere of constructive listening. Feedback talks will be effective only if both parties learn something. Both parties must keep an open mind and be willing to learn.
  3. Ensure that the other person is open to the feedback. If the person is not willing to listen, the whole process will be fruitless.
  4. Specify clearly the aspects over which the feedback will be given and establish a constructive conversation between both parties.


IMPORTANT: The feedback must always be aimed at improving the working environment, so it has to be positive and always with the aim of increasing satisfaction, employee performance and job happiness. A negative feedback is perceived as threatening and intimidating that will adversely affect the company.


If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™



Why companies fear anonymous surveys

Filling out a surveyCompanies Benefit From Employee Surveys

Many companies do not find value in conducting traditional employee surveys. These are often surveys designed to measure employee engagement and more. There are businesses that find them a lot of trouble. They may believe they offer little information of any value and don’t provide results that contain anything important. These companies don’t realize how using these surveys can help their business.

Survey Questions
Many traditional surveys will ask questions that provide a vague idea about the satisfaction of their employees. The goal is often to gather information that is actionable. Much of the information obtained doesn’t provide management with a good idea of actions that should be taken for improvement of the company culture. Questions often provide results that are difficult to understand. In many cases, companies aren’t prepared to change based on traditional survey results.

Surveys Ignored
Most employees who are disengaged will not take the time to complete a survey. These employees will often try and get others not to respond to the survey. Many times, these employees do not believe completing an annual survey will change anything within the company. This means the survey results are not able to provide accurate information about employees level of engagement. A company’s level of engagement and employee happiness could be much worse than a survey’s results indicate.

Results Ignored
Some companies provide annual surveys only because it is part of their routine. When companies ask employees to spend time on a survey, they need to show they listened. The company needs to take actions. It needs to show employee happiness is important and listen to what is uncovered by the surveys. A survey loses value when the results are ignored. This results in employees refusing to spend time taking an annual survey.

Bad Timing
It may be a mistake for a company not to provide a survey for their employees until its part of an exit interview. This is the second most common survey method companies use for employee engagement. The main issue with doing this is how its too late for change at that point. Most employees don’t like to be asked questions about the company’s treatment on their way out the door.

Fear Of Anonymous Feedback
Many members of management do not like anonymous surveys. They believe this type of feedback leads to dishonest results as well as bias. Management feels these things would make the results useless. Others in management feel anonymous feedback encourages a lack of trust. Some believe this is a way small groups of employees can influence the results on a large scale. Using anonymous surveys for feedback has been shown to significantly increase survey participation.

Response Rate
It’s important companies not measure the performance of their managers based on survey response rates from a manager’s team. When at least half of a company’s employees respond to a survey, it will have enough information to determine actions that need to be taken.

Pulse Surveys And Employee Survey History
Employee surveys have been used as tools in business for decades. During the 1920s, employee surveys were used and referred to as employee attitude surveys. They were considered a success in a number of industrial companies. Tools for measuring employees’ attitude became more popular during World War II. The goal at this time was to gauge morale and create environments with high morale. Pulse surveys are considered relatively new in the world of business. They are demonstrating a high level of accuracy with providing important data on a company’s culture.

Employee Pulse Surveys
An employee pulse survey is designed to be completed on a weekly basis or every few weeks. This is a survey system that is fast and frequent. They are able to quickly provide a company with insight into its employee’s attitudes. Because of advancements in technology, these types of surveys can be completed over the Internet and done securely. This is more popular than using survey software that has been customized or paper.

Pulse Survey Benefits
It has been shown the proper use of employee pulse surveys will increase employee engagement. This has also resulted in an improvement in a company’s business culture. This is a tool that provides management with real-time measurement of employee satisfaction as well as engagement. Being able to have access to so much data this quickly means managers are able to more accurately determine employee morale and more. This has proven more effective than reviewing data that was collected weeks or months earlier.

This is software that was developed to provide employee survey characteristics not provided in any other way. It enables companies to have weekly surveys, gamified surveys that are fun to use and more. New questions can be provided weekly and designed to meet specific goals. It is safe, anonymous, interesting and something employees enjoy doing. Employee turnover rates go down and levels of job satisfaction increase. Learn more at the website http://www.claritywave.com/

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Employee Survey and The Account That Refused to Die

How Our Employee Survey Lives on Despite the Company’s Efforts to Kill It

One year ago we landed a “trophy account”. One of those that look great on a resume.
Although we won’t reveal their identity, let’s just say that it’s a famous worldwide brand.

When we originally presented our EPIC™ software to the CEO, he fell in love with it.
He knew that employees wanted to be heard, loved our gamified approach and metrics and championed our cause.

He immediately got his entire HR team on board and we rolled out our program without a hitch.

71% participationEveryone was crazy about answering our weekly employee surveys. They immediately saw that the company was doing something to change its culture and participation went up as high as 71%!

If you’ve ever done a voluntary survey in the past you’ll know that 71% participation is HUGE.


Crying-screaming-sobbing-guy-gif-first-world-problemsWe Never Saw It Coming…

All was going smoothly until, as luck would have it, the CEO, our champion and biggest fan, resigned and moved to another country!!!

Why, why, WHY!

As expected, everyone in the company panicked and all the new projects were, either be put on standby, or cancelled altogether.

We were part of the first group and we were ordered to shut down our workplace climate measuring software until they could figure out what the Corporate Office would want to do in terms of improving their company culture.

But, we decided to run a little experiment… (after all we had nothing else to lose).

We asked our HR contact in the company if we could keep the service running at no charge to them so that, when the dust settled, they wouldn’t lose the momentum and data and have to start from scratch.

They, of course, agreed…

That was back in January 2015 and, at the time of this writing “the dust hasn’t settled” yet.

They still haven’t hired us back, claiming that Corporate is still coming up with its own HR surveys.

But, here’s the thing: we haven’t turned off their access to our software and the results will blow your mind!

20% engagementIn October, the percentage of participation for this account clocked in at a little under 20%.

That’s right… 20% participation for a service that technically doesn’t exist anymore!


Keep in mind the following:

  1. No one at the company is promoting our software or asking them to continue answering the weekly surveys.
  2. All our printed, video and support materials were taken down 11 months ago.
  3. The client never launched their EPIC Prize Store™, which means that employees are still accruing points week after week but they have nowhere to spend them!
  4. No one in the HR department is doing anything with all the data that is being gathered.
  5. And yet, every week over 400 questions are still being answered.

Mind blown

Mind: Blown!

If an opinion is given in the middle of the forest and no one is around to listen, does it still help?

Apparently the answer is YES! And the proof is in the pudding.

20% of the team members continue to voice their opinions and score their peers, bosses, subordinates and the company every single week.

Are they seeing any positive changes as a result of the employee surveys?

Who knows?

Maybe it’s a placebo effect.

Or maybe it’s a self-fulfilling prophecy. Perhaps the simple act of participating in what they believe to be a company-sponsored initiative, is driving their own behavior towards a positive change.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.



Anonymous feedback / Retroalimentacion anonima

Why is Anonymous Feedback better?

To address this issue, let us start with the definition of this concept.

What is anonymous feedback?


We recognize as an Anonymous Feedback the process that provides, to a group of people in the organization or in a specific area, information about the behaviors, attitudes, actions, strategies and styles that are being used and implicate or favor the ideals of communication and the pursuit of a common goal,with the exception that it is done tacitly and not exclusively or in a general manner in order to make a proposition to all people, so that a specific reference to a person or situation is not done and therefore concerns all of the people. This promotes the collective awareness, the decision making, the teamwork, the permanent evaluation and screening with the purpose of improving the situations that come along.

While personal feedback is important because it allows to discern those specific areas where there are shortcomings or even individual abilities, it is considered that the anonymous feedback is better, because it publicizes without disclosing the actor or generator of the event, those circumstances that may be altering certain processes or instead may be favoring them, in order to determine the weaknesses and strengths and make a plan of action to improve any situation.

Moreover, although we know that personal feedback allows the individual to have a better awareness of the events that are being promoted towards improvements to the level of his personality and attitudes, to do so anonymously, empowers everyone in the team to work on tasks that will tend to:

* Identify everywhere contingencies that occur, so that events that are detrimental to the standards and the policies that are set to achieve a common goal, will not be present in the future.

* Keep track of those same circumstances which, though perhaps generated by a person, are multiplied to the whole team so as to have continuous improvement.

* Propose strategies, both from the person who makes the feedback (and knows the actor) and from the team, in order to continue doing continuous work that will allow to progress on the path to the stated objectives, whether at the level of production or in achieving success in the work area or in the company.

It is a good strategy that can be implemented by Human Resources in both primary groups, or in performance and evaluation meetings. In the case of failures there will be no blaming, in case of achievements there will be no praise.The goal of Anonymous Feedback is not to favor a particular deed but a common good.


Clarity Wave makes sure to keep all the data that could potentially identify any of our participants’ answers completely anonymous.

Schedule a demo to see exactly how we do this.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Miedo a la retroalimentación

Why do we fear feedback? (and what to do about it)

We are working an the company. We receive a call or we get an email asking  us to come to the boss’ office in order to give him some feedback. Our forehead begins to sweat and a hole in the stomach runs inside us while we walk slowly trying to calm down, because we fear terribly the place we are going to. Why?

Feedback’s bad reputation

We have formed in our minds the idea that, to give feedback, is equal to a letter of dismissal and all our paranoid syndromes start to take effect in our mind. This is a false image that has been given to the companies, about these processes that, what they really want to do, is to confront those weaknesses, deficiencies and/or attitudes that may be affecting certain processes, in order to find solutions, implement and track corrective actions. That’s the fear we feel about feedback: that it will be followed by a sanction, a suspension or worse yet, a pink slip.

It’s not not easy, because really no one likes to receive a warning or a slap on the wrist. However, it is part of our overconfidence, where we believe that we are doing  everything well and there is no room for failure. When we receive feedback, the whole world collapses around us!

However, we can change that awful mentality, set against a process that has been created precisely in order that employees gain an awareness of their work, their temperament, their behavior or ways of interacting. Feedback creates a reason to perform an honest self-assessment that may lead to substantial improvements in productivity and personal fulfillment.

This then leads to an increase in personal skills, after identifying the reasons which led to feedback. It also allows for a continuous improvement in areas of conduct that precisely led to its fulfillment.

How do we Change this Perception?

In order to change the fearful perception towards this valuable tool, it is necessary to consider these aspects:

  • Make it look like an opportunity for improvement, but not as a punishment. The company should focus its efforts on training those who perform this feedback, as a support or guide that allows for  better interaction, so that they see it as a friendly encounter. The person should know which are the objectives to be achieved and which are the assertive words that will allow the employee to be more effective.
  • Find in the employee, not someone whom to censure, but find in it, someone that will determine with its contribution for a good continuity.This will  form a link with what will happen after the feedback is given.

It’s good to know what your employees think about this procedure, frightening  for many. Our company ClarityWave™  has a powerful tool that will help you make a diagnosis so as to make this process friendly and rewarding for your employees and your business. Give us the opportunity to assist you  and provide you with the answers to all your requirements in order for your staff to be contented.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Mal clima organizacional: Empleados Callados

Workplace Climate  – Why employees don’t tell what they think?

Harmony in the workplace is one of the most important factors in order to improve the organizational climate issues, because, in an enterprise we find that it’s not only important to just generate a profit based on work, but we often depend on the integration and communication of the employees within the organization. That is why effective communication becomes a very important element for conflict resolution and sound decision-making. This communication also means that employees can express themselves freely. Here are some reasons why the employees do not communicate and what can be done to fix it.

  1. Fear

This is perhaps the first and foremost cause of a quarrelsome  and strained organizational climate. It has various origins such as fear of rejection, fear of acceptance of your opinions or simply shyness.

2. Lack of identity

When employees do not have a clear identity, they care little or nothing about making suggestions. They are not interested to express their ideas towards enhancing the workplace and usually they  are those who just come to work to do what’s asked of them and collect their check.

When employees do not have a clear identity, they care little or nothing about making suggestions. They are not interested to express their ideas towards enhancing the workplace and usually they  are the type of employee who just comes to work to do what’s asked of him and collects his check.


When the work environment and the  organizational climate are tense and conflicting, especially among the same colleagues, bosses, superiors or outsiders, then the employees prefer to enclose and encapsulate themselves so as to avoid creating more problems for themselves.

4. A poor attitude

Mediocrity also generates silence, since this attitude results in the person accepting  everything as it is established and not having a critical and proactive attitude.

5. Low self-esteem

This is another sign by which, people believe that their words and their actions have no value to others.

What can we do in order to improve the workplace atmosphere?

  1. Generate more spaces where employees can share their opinions, such as creating regular meetings with established groups, and providing suggestion boxes, electronic channels or complete systems for the assessment of the business climate.
  2. Improve corporate identity and  infuse more institutional values, in order to enable the employee to feel as an active part of the organization.
  3. Create or establish a Committee for Coexistence where discord cases can be brought and  where concrete answers to all kinds of internal conflict solutions can be found.
  4. Link with spaces where people feel more at ease, outside even their own work; make agreements with institutions where they can instruct them in the arts, music or other areas, so the employees will feel the need to do more and give more and therefore gradually leave aside their mediocrity.
  5. Conduct training sessions where they are taught the power of speech, self-acceptance and how valuable it is to express your feelings and emotions, all focused on self-esteem and on expressing your thoughts.



These are just some possible reasons why employees do not speak off their minds. There may be others in  your organization and if you want a more thorough diagnosis ClarityWave, our company, offers an excellent service where you can identify and evaluate all these flaws that may exist. Simply contact us and we will give you a timely response to your requirements.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.


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