The question „what employees want“ is one that can keep emphatic managers up at night. If employee's needs are met, they perform much better, help the company more and are, in general, easier to work with. Last month we conducted a survey to see what employees who use Weekdone are like and what they really think about weekly reporting and OKRs.
Here are the results.
Weekdone keeps employees engaged.
The survey clearly stated that an average Weekdone user is more than twice engaged then an average employee in the US and 6 times more engaged than average employee worldwide (US employee engagement rate is 30% and worldwide 13%).
We can also see that people who answered the survey enjoy mostly positive workplace relations which adds a lot to working environment and team spirit.
We can only summaries that weekly reporting creates a stronger environment for getting real work done and staying positive at work.
Keeping it simple.
When we look at why employees love Weekdone, there are two things that really stand out.
A lot of people like how we have combined weekly status reporting with quarterly Objectives and Key Results (OKRs).
Employees also want things to be as simple as possible, as easy as possible and as fast as possible.
The idea that Weekdone is easy to use is often mentioned in feedback and we're very proud of that.
Using it the way that works.
Like any tool, managers can use Weekdone differently. Some of our users use it as only a status reporting tool, others only focus on OKRs. And that's okey. It all depends on what your company or team needs. We strongly believe that combining status reporting with OKRs is the best use for Weekdone, but whatever works.
As one person said in the survey:
„Weekdone is a great way to track progress on your daily work as well as map your career aspirations to smart OKRs. However, as software goes, it's only as good as its users, so it very much depends on the way the company is using it. Overall, I think it can add value to any business and its workforce if used correctly.“
Sharing is caring.
Making sure your employees share information and stay engaged is a daunting task for any manager.
In our new eBook “Leader’s Guide: Building High-Performing Teams” we show leaders the best practices of getting everyone to work together.
Benefits of sharing with your High-Performing team.
The benefits are fairly obvious to anyone who has been in a management position:
- You quickly know what’s going on and get invaluable insights from your team;
- You can make fact-based decisions and proactively apply corrective measures;
- You can guide your people by giving insightful feedback.