The power between employees and employers has been shifting.
We’ve seen it play out in the news over and over again in the past few years, starting with Susan Fowler’s blog post about the issues she raised at Uber, and the retaliation she experienced for reporting them. Issues at Google concerning discrimination and retaliation have been surfacing for a few years now. Recently, Apple employees who have experienced harassment, racism, and other mistreatment started a website to share their stores after their internal efforts met a dead end. Add to that discrimination and harassment cases at Amazon, Goldman Sachs, Pinterest, Warner Bros…
What we’re seeing is the ability for employees who have felt like they haven’t had a voice in their workplace, or the ability to speak up about the issues and concerns they see around them, bypass an unaware, indifferent, or deliberately hostile workplace to share that feedback with the world.
And the world is listening.
What these vocalized concerns playing out in the media really shows us is that many organizations lack the internal programs and initiatives to allow employees to voice their feedback, and to address those issues when they’re reported. What it also shows is that it’s time for organizations to implement employee feedback management platforms, and to change their culture as they know it.
This "Essential Guide to Employee Feedback Management" will address what an organization looking to implement or expand its employee feedback program needs to know, including:
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