Simple and easy feedback ...

People

Why focusing on people?

People are the heart and the soul of the companies. Because of people businesses are successful, or a failure. People choose to commit to the purpose of the organization and that is how that purpose is achieved or not.

So, why do not all companies focus on people? Why do not they set a budget, time, and energy to create great environments? So people feel heard, motivated, and committed? Because this has not been the way it has been working for decades. Since the industrial revolution.

WHAT? Yes!!!! From that time up until now, the efforts have been focused on procedures, on tasks, correcting people, not developing people; on telling the workers exactly what they need to do based on their boss's orders. On having all the answers (as a boss), and not questioning anything (as an employee).

But what had happened during those decades and what is happening right now? We have learned from our experience. We have noticed those little changes from focusing on the tasks to focusing on people may evolve into great results like commitment, communication, continuous improvement, and happiness inside the work environment. And little by little more companies are becoming more humane. I think (maybe it is a dream) it is a new revolution: the human-centric revolution. Where people can think and say whatever is on their minds, where people are listened to, and where people are considered the most important asset of the organization.

Happiness door

When I started to do Organizational Consulting and Coaching (almost 12 years from now) I began to use a lot of tools coming from the PMI Guide and method. In the PMBok Guide Project Management experts suggest asking for feedback so Project Managers know how to get things better on projects. And I used to use that tool until I knew “Happiness Door”.

Happiness Door is a fun, easy, kind way to ask for feedback at any time, to people.

If we do not ask for feedback, how do we are going to know the opportunity areas if we do not ask for the information about those?

Why this particular tool?

I have been a passionate trainer since 2012, and I used to ask for feedback at the end of courses. That was (and still is nowadays) a very common activity for trainers, to ask for feedback at the end of courses.

But, if we ask for feedback at the end of something (a project, a course, an activity), we will not be able to make any change for THAT project, course, or activity. So maybe next time we will change things, but for those people (they could be your coworkers, your client, or, like this time, class participants), it is going to be too late.

?This practice consists of asking for feedback (in courses can be just before the first session ends in a simple and friendly manner (with faces!).

And it is better when we listen to that feedback in the early stages of the project, course, or whatever, so we(you) have the opportunity to get better.

Step by Step:?

Before session:

On a Miró table (if it is remote), or a blackboard (if you are on-site), you draw (or copy-paste from gallery pictures) faces that represent: a) Happy Face, b) Boring Face, c) Angry Face.

?You have to leave space enough for the post-its where people will write the comments and glue them near that faces.

During the session:

1. You should make a polite invitation to people to give you feedback (ask for feedback as if you were asking for a gift), with the message: “Help us (me) to improve”?
2. Explained to them how does it work: They have to write the things that they like most and allocate the sticky note near the happy face, the ones that we should improve (and allocate them with the Boing Face), and the ones that they prefer do not see anymore (and allocate them with the Angry Face.
3. Give them enough time (3-4 minutes should be okay) so they have time to think about those 3 aspects of the project, course, or activity, and time to write whatever they want; and glue those sticky notes.
4. Thank them for the time and the feedback.

After the session:

Eliminate, change, or improve on whatever they wrote on those notes.

I choose this practice for simplicity, friendliness, and for time (you can apply it in a very short period). And because I think it is a great tool to get feedback.

With simple symbols: a happy face: for the things they loved and we should continue doing; a neutral face: for the things that we can improve; and a sad or an angry face: for the things that we should eliminate (or radical change!).

This is much like “Lessons learned” from the PMI?, but much more friendly (with faces), so it is much simpler and easier.

This practice is anonymous, so the people feel free to write whatever they want to share.

It is an excellent way to get first-hand information for our clients, team workers, or colleagues.

The truth is that you may think that the event, session, or project is going great, but the reality may be something different. So, it is better to get information to make adequations at the right time.

And the information is power, so with this tool, you may gather the information that gives you the root to get better.

How did I use it?

I was going to facilitate the first of four sessions on a Power Skills training (self-knowledge, communication, negotiation), for 10 directors in a PMO.

This time was online training. We had a thin schedule because of the day-by-day full schedule of those directors, so we have to take advantage of every minute invested in the session.?

During the session, I felt that everything was OK. But, I had already prepared my Happiness Door so I will be able to listen to the people and check if everything was as I thought it was. Then, at the end of the session I asked for feedback, the message I shared was: This will help us to improve, so, I need your help.

I shared the link of Miró that has already the 3 faces, and then, I explained the steps: 1. pick up a sticky note, 2. write the things that you like most, the ones that we may improve, and the ones that you prefer do not see anymore, you have 3 minutes to do it; 3. Then, allocate the sticky note to the blackboard at the place where they belong; 4. Thank them for the time.

My learnings

In this case, one participant wrote that she preferred not to hear again the term "Liberating Structures" because she had a bad experience using those practices. And as you can imagine, we never used that term again (even if we continued using those practices, but with no explanation about what practice we were using).

My recommendation is that you have to make a follow-up on the information that the people are sharing with you. If they are giving you feedback that you ask for, you are responsible for doing something about it!

I highly recommend using this tool, it is easy, and it allows us to improve, at the early stages when we are available to correct things. I will continue using it. It accomplished the purpose of receiving simple feedback to focus on continuous improvement.

My learnings were that with a super simple and friendly tool you may have relevant information that makes you have the possibility to improve. You connect with the people (if you listened to the information they gave to you and do something about it).

And I love it! Since that time I have been using this practice a lot (and I recommended it in all the opportunities I have). The information that the participants shared with me is always a gift, because it may increase their commitment and participation, and they felt/were heard. (And a gift for you also because they give you good comments that feed your soul!)

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