How do you handle feedback from employees about company policies that may impact their well-being negatively?

Listen actively! To address employee feedback on policies impacting well-being, we leverage engagement tools and offer coaching and consultancy services, akin to Ennova. We use surveys and feedback platforms to gather insights and foster open communication. Through coaching, we empower managers to understand and address concerns, while consultancy helps align policies with employee needs. This holistic approach ensures that feedback is acted upon constructively, promoting a healthier work environment.

-écouter activement -Valider leurs sentiments -Expliquer le contexte -Proposer des solutions ou des compromis -Engager à examiner la politique -Favoriser la transparence -Encourager un dialogue constructif -Faire preuve de compassion et de respect Tous ces points énumérés sont importants et doivent pris en compte, dans la gestion des commentaires des employés sur la politique de l'entreprise qui peuvent avoir de l'impact négatif sur leur bien-être.

When receiving feedback, practice active listening. Acknowledge the employee's concerns and emotions. Show that you understand the impact on their well-being. Avoid becoming defensive or dismissive, even if you disagree with their perspective.

1. Create an Open Feedback Culture 2. Listen Actively 3. Analyze the Feedback 4. Engage Stakeholders 5. Develop Action Plans 6. Communicate Transparently 7. Implement Changes

To handle feedback from employees about company policies impacting their well-being negatively, listen to their concerns with empathy and an open mind. Acknowledge their feelings and the validity of their feedback. Investigate the specific issues raised, and assess whether policy adjustments are needed. Communicate transparently about any changes that can be made, explaining the reasons behind policies and any limitations. If adjustments are not possible, offer support or alternative solutions. Maintain an ongoing dialogue to ensure employees feel heard and valued.

Keep employees informed about the feedback process. Let them know their concerns have been heard and explain what steps are being taken to address them. If immediate changes aren't possible, explain why and what alternatives are being considered.

Encourage employees to share their thoughts without fear. For instance, a company might hold quarterly "Town Hall" meetings where employees can ask questions and voice concerns directly to management. Anonymous feedback forms or suggestion boxes can also be placed in common areas.

Involving employees in the process of exploring alternatives is crucial. It ensures that their voices are heard and that their unique insights are considered. When employees feel that they are part of the solution, they are more likely to buy into the changes and support the policy. One effective method is to hold brainstorming sessions or workshops where employees can openly discuss their concerns and suggest possible solutions. This can be done through focus groups or department meetings. Encouraging an open dialogue fosters a sense of ownership and commitment among employees.

Once it is determined that a policy change is necessary, I act quickly to implement it. This helps maintain trust and demonstrates a commitment to addressing employee concerns. i.e., if we decide to revise our remote work policy,I ensure that the policy is communicated & enacted without unnecessary delays Clear & transparent communication is key. I ensure that all employees are informed about the new policy & understand the reasons behind the change. This might involve sending detailed emails, holding company-wide meetings, and updating our internal communication platforms. For instance, explaining how the new remote work policy aims to improve work-life balance & productivity helps employees see the benefits & rationale behind the change.

Following up on policy changes is crucial to ensure they effectively improve employee well-being. This involves regular feedback sessions, monitoring key performance indicators, and maintaining an open-door policy for ongoing discussions. Demonstrating a commitment to continuous improvement and acting on feedback fosters a culture of trust, encouraging employees to voice their concerns and contribute to a positive work environment.