There are moments when even the most articulate person falls 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 an employee survey that has a soul and that will genuinely bring about development and change (both in the people and in the organization). We believe that, unlike in any other survey, a personal relationship is 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 to live in the organization and demand change. In the end, nothing matters but improvement.

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


Well, I have to return to this. I hope that last fall at the feedback session reflected a certain kind of reluctance on my part towards employee surveys. I hope this so that the words that follow would have a bigger effect.

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

What has been a completely new to me is that the employees have actively asked for information on how Siqni is affecting their work and development. The employees have given feedback on Siqni, and contrary to what I’ve experienced before, they have demanded feedback from the management. I’m used to everyone forgetting about the survey until it’s time to repeat it the following year. 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’s experience of inclusion has improved. 

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

Thank you.

– Lenni