There are moments when even the most quick-witted person goes silent. This happened to me in June, when Otaverkko’s new Service Director Lenni gave us feedback on Siqni.

We have designed and built Siqni with love and great care. We have tried to create a employee survey that has a soul and that will genuinely create change and development (both in the people and in the organization). We believe that unlike in any other survey, a personal relationship will be created between the respondent and Siqni. Based on the Siqnis that have already been implemented this has happened, and because of this, our survey will continue living in the organization, demanding change. And in the end, nothing else matters as much as development.

But let’s get back to Lenni’s feedback. I won’t explain it any further, I have Lenni’s permission to release it as it is. Thank you Lenni for your feedback. We are extremely delighted by it.

 

Hi,

Well, I have to return to this. I hope that last fall at the feedback session you could see my reluctant attitude towards personnel surveys. I hope this so that the words that follow would have a bigger effect.

I am extremely satisfied with Siqni. During the past year, it has been a great tool for our management and team leaders. What I most like about Siqni is the ideology it’s built on. As the survey focuses on the most significant issues for the personnel, it makes the employees’ commitment to develop the organization together with us extremely high.

What has been a completely new phenomenon to me is having the employees actively asking for information on how Siqni is affecting work and development issues. The employees have given feedback on Siqni, and contrary to what I’ve experienced before, they have demanded a reaction from the management. I’m used to everyone forgetting a survey until it’s time for the following year’s survey. This time, we have discussed the open-ended questions and the actions they’ve led to together with the team, at least in the monthly meetings, but also during other appropriate moments. This has resulted in positive feedback and from what I can see, people feel like they can participate more. 

This is the first time I feel like I’ve genuinely benefited from a survey like this. You’ve succeeded in what others have failed at so far: you’ve restored my faith in personnel surveys.

Thank you.

– Lenni