How to carry out a “feedback blitz”
Updated over a week ago

We’re aware that a well-executed implementation processes available at the Qulture.Rocks platform (as well as the practices made easier because of the platform) require a few measures to be taken and steps to be followed, such as:

But that’s not that simple, especially when the goal is to help a group take on a new routine inside the company, such as creating a feedback culture, since it takes persistence to change some old habits.

And that is why a very powerful tool for this is the “feedback blitz”.

What’s the purpose of a feedback blitz?

During a blitz taking place in a given period of time (usually a couple of hours or days, depending on the subject), the main goal usually is to impact as many of the company's employees as possible through persuasion and daily company practices so that they:

  • Know the program and the reasons behind it;

  • Know and learn how to use the platform;

  • Complete tasks, such as sending and requesting feedback.

As a result, the change process can be quicker by increasing the number of

committed employees and intensifying their participation.

How does this kind of blitz work?

In a blitz like this, some employees chosen by the company walk around their physical spaces, talking to other employees. The main goal of these conversations is that employees commit to some actions, such as sending and requesting feedbacks, for example.

In order to do this, each employee carrying out the blitz must:

  • Approach other employees in a friendly way;

  • Explain the program and its goals;

  • Show the platform through a quick demo;

  • Perform the first login with the employee on the web platform;

  • Download the mobile app on the employee's cell phone, and perform the first login also on it;

  • Perform one of the desired actions (send or request feedback, send a praise note etc.).

At the end of the interaction, which should not last more than 3 minutes, the Blitz member rewards the employee with a small gift (which we’ll discuss further in this article).

Who should participate in a Blitz?

On one hand, the blitz team must be composed of professionals directly linked to and responsible for the change process being implemented, such as employees from the HR department.

On the other hand, such special team must consist of employees who are willing to work on behalf of the program, who might be influential in their areas and who are extroverted so that they reach out to as many people as possible. Usually, champions are the perfect kind of person for this task.

The proportion must be 1 blitz member chosen to talk to 20 employees within a 2-hour period. That said, if you have 4 hours to impact 500 employees, you should have approximately 13 members for a blitz.

Incentive Prize

Ideally, we should focus on each member of the blitz being able to award each employee they’ve talked to (who have participated positively) with some type of incentive prize.

This prize must:

  • be low cost/be of symbolic value;

  • Be visible and last for a long time;

  • Result in awareness regarding the topics discussed.

That the prize should help in the change process, but it must be: visible (something to be placed on the employee's desk and not kept in a drawer, for example); visible for a long time (something placed on the employee's table for a long time and that is not perishable or edible, for example); and able to generate awareness for the proposed topic (something that refers to the topic of feedbacks and not a random topic, like a soccer, for example). In our experience, the perfect kind of prize for this are laptop stickers. They are visible all the time on the employee's computer and remind everyone about the changes in the company's culture.

Suggested approaches through dialogue

Situation 1 (employee is still not familiar with the initiative):

Blitz Member: Hey! How have you been doing? Did you see this insights app?

Employee: Not yet. What is it? [BM provides employee with a brief explanation of the app, asks the person to get their smartphone, and helps them to download the app.

Meanwhile, the BM can log into the browser application on the employee's computer and show them how to request or send an insight. Ask if he/she has been part of a project lately and if there would be someone on that team he/she would like to receive feedback from or if he/she would have any feedback he/she would like to give.]

IMPORTANT: Assist this person throughout the process (but do not embarass him/her by looking at what he/she’s typing).

Situation 2 (employee is aware of the initiative but still haven’t committed to it):

Blitz member: How are you doing today? Did you already know the {{company name]] insights app?

Employee: I actually know.

BM: And have you used it lately?

C: No ... I only used it once.

BM: Why?

C: I guess I end up forgetting about it/I don't have much time for it.

BM: I wouldn’t say lack of time is a reason for not focusing on your professional development. Have you seen our App? It is quite helpful to send or request feedback. Would ou like me to help you out with it?

[If the employee doesn't have it installed, help them to download and install it. Then, log in to the app or the browser app, and encourage them to request or give feedback.]

Situation 3 (employee is aware of the initiative and is committed to it):

Blitz member: Hi! Have you used our app before?

Contributor: I have. I always use it to send and request feedback!

BM: Now that’s nice to hear! How about sending or requesting more feedback and becoming a top insighter, like Karen. Then next time you can win a T-shirt!

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