The Feed screen shows employees' answers on weekly questions:

According to customer feedback on Yva, we reworded the question used for the “Feed” section to encourage employees to tell more about the work over the past week.

Now the company can see what important points the employees themselves highlight in their work, where there is progress and how people feel. The new question is below.

  • Let your colleagues know! What are you up to at work? How is it going? What are the successes and difficulties over the last few days?

Yva no longer asks the question: "Let your colleagues know! What are your highs and lows in the last few days?"

Answers are displayed on the Feed screen. Answers to an old version of the question are also available.

The Feed settings allow you to leave comments both openly and anonymously. The most important things is to activate the “According to the respondent's choice” confidentiality mode in the initial settings of the Yva platform. There are also "Anonymous" and "Open" modes.

What to do if there are a lot of negative anonymous comments? For example, if people criticize the company or complain that they cannot cope with anything and they do not have enough time?

Define common topics in comments

Calculate the percentage of negative and positive comments on the Feed over the past few weeks. The situations when there are 10% of negative comments and when there are 50% of them are very different.

Copy negative comments for the past few weeks into a file and define common topics in them. You can do content analysis or insert these comments into online services that generate the tag cloud.

You can leave the resulting employee dissatisfaction topics as they are or relate them to engagement drivers:

  • Manager,

  • Team,

  • Reward and recognition,

  • Empowerment,

  • Enablement,

  • Employee development,

  • Cross-functional collaboration,

  • Alignment,

  • Innovations

  • Diversity,

  • Customer focus.

Topics can also be correlated with the employee Well-being questions. If you are correlating topics with engagement drivers, it is helpful to look at the assessement of those drivers for the entire company and how it has changed over the past weeks.

If negative comments cannot be correlated with any specific topic, and they rather show an expression of the negative mood of an individual or a group of employees (comments like “Everything is bad”), then put them in a separate category and take them into account as a general negative background.

Inform managers and act on feedback from employees

Inform middle management on which topics are causing employee dissatisfaction.

Support topics with quotes from the Feed. Notify senior management. The fact that you are aware of this feedback is a direct benefit from using Yva. This is a chance to become the best company for the employees.

If you already have out-of-the-box solutions for dealing with these negative topics, then apply them.

If there are no such solutions, then develop them in HR together with managers or third- party consultants. Also, managers can directly ask their employees about the ideas they can offer to improve the situation.

Using the platform, you can carry out additional analysis of employee engagement, satisfaction, and well-being by department.

It is more important to focus on 1-2 improvements and quickly implement them than to form a complex and extensive program and not implement it on time.

Inform employees that you heard them

Inform employees that HR, managers, and senior managers read their comments on the Feed about their week. That the company hears employees and takes the feedback into account.

After you make a decision on specific actions based on the feedback, inform employees about it. This information, inter alia, stimulates to use Yva further and increases employee loyalty to the employer's brand. Most importantly, it helps improve the corporate culture and employee experience in the organization.

If there are a lot of negative comments on the Feed, this can negatively affect the mood of many employees. Explain to employees that their colleagues see all comments, even though they are often anonymous. Let them take this into account in their answers. After a comment has been sent, you cannot change or delete it, so you need to assess what you write. This also applies to feedback from colleagues using Yva. The expression “word spoken is past recalling” is perfect to explain how important it is to control your emotions and try to correctly formulate your answers.

At the same time, employees must trust the tool, openly share the positive and negative aspects of the past few days, as requested by Yva. Emphasize that it needs to be done in a conscious way. This is especially important to convey to employees using internal communications, HR or managers in the event that there were hard-hitting comments or there was a lot of negative.