Learn how to facilitate leadership in the best possible way with leadership development’s What, Why, How, Goals, Strategies, Programs and a lot more.
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Leadership development has been a said priority for most organizations. However, more often than not, this commitment is just on paper. Let us quickly look at some facts.
According to a study by Brandon Hall, 83% organizations say that it is important to develop leadership at all levels.
However, a mere 5% have actually implemented it at all levels. Even where implemented, there still exist significant challenges. At the same time, the nature of leadership development and the role of a leader in an organization is fast changing. In such a scenario, conventional leadership development practices following a hierarchical model may not be the best solution for organizational success. There is an urgent need to reinvent the wheel and embrace leadership development with behavioral change agents.
Leadership development refers to formal or informal activities that enhance the skills, abilities, and qualities of leaders. The primary goal of the leadership development process is to produce high-caliber leaders.
It equips leaders with skills that can help them enhance the productivity of their team. It helps potential leaders to take up managerial roles and also boosts the productivity of employees, further translating into profitable business decisions and strategies.
Leadership development programs vary massively in complexit, cost, and style of teaching. Coaching and mentoring are the two most common forms of leadership development often used to guide and develop leaders.
Leadership development equips leaders with skills that will enable them to enhance the productivity of their team. It helps potential leaders to take up managerial roles and even boosts employee productivity. This can further translate into profitable business decisions and strategies for your organization.
Here’s why leadership development is important for your organization:
Studies show that companies that rate highly for their investments in human capital deliver stock market returns 5 times higher than those of companies with less emphasis on human capital. Leadership development acts as a total game-changer by increasing the ability to cut expenses, generate new revenue streams, and improve customer satisfaction.
Updating the way your leaders work to be more in keeping with Industry 4.0 means a shift in leadership’s thinking from siloed or ‘hero’ leadership. Here, only one person makes all the decisions and everyone follows. Here, people from various functions, departments, and roles work collaboratively with a somewhat flattened hierarchy.
Just like Stephen Hawking said,” Intelligence is the ability to adapt to change”, it goes without saying that change is integral to improvement, and growth . Probably why it should be an ongoing process. Make sure to incorporate a commitment to change in your organization. Even in an unpredictable business environment, at least 86% of companies with leadership development programs in place are more successful when it comes to rapidly responding to change, compared to 52% of companies with less mature leadership programs.
Leadership development that takes place within an organization inspires employees to be loyal, as it shows that there are growth opportunities available for them. It is also cheaper, and requires less time, than the cumbersome tasks that include finding, hiring, and training leaders from outside.
Leadership development enhances employee engagement, improves the organization's ability to deal with talent pipeline shortfalls, and lowers the problems and costs of turnover. Great leaders are able to attract, hire, and encourage excellent employees. A manager who lacks strong leadership abilities will have a difficult time attracting and retaining high-performing employees.
Furthermore, developing, coaching, and promoting individuals inside is frequently less expensive in the long run than hiring someone externally. This makes leadership development an excellent investment.
Some of us are natural-born leaders, while the rest of us develop these leadership skills over time. In both cases, there’s still room for growth. And one of the simplest ways to make this happen is by setting the right leadership development goals. Always remember that the goals you set should be geared towards improving your weaknesses and enhancing your leadership style.
We often tend to go with the assumption that we know it all. But instead of doing this, pause for a moment and get yourself a piece of paper and note down your goals, and make sure one of these goals is to become adaptable and open to learning new things. This puts you in a better position to provide better results. This will highly accelerate your organizational growth.
Time management is extremely important for an individual who is a part of an organization since they frequently manage multiple conflicting duties. Identify areas where you can improve your efficiency, not just in corporate operations, but also in your own obligations, and work toward those objectives. By doing this, you will have more time to improve other abilities and complete other tasks, as you become more efficient.
The finest companies are mostly inclusive, with a varied range of people. To build a successful, well-rounded team, a smart leader can objectively determine the best individual for the position. It's difficult to build and maintain a high-performing, collaborative, innovative, and dynamic team, but it sure isn't impossible. It's not just about finding the appropriate people; it's about keeping them, empowering them as a team, and assisting them in defining how they'll carry out their responsibilities.
Emotional intelligence (EI) is a trait that many successful leaders possess. Self-awareness, self-regulation, social awareness, social regulation, and motivation are the five primary components of EQ. These characteristics aid in decision-making, goal-setting, and stress management, all of which are important aspects of leadership. While some leaders are born with a high EQ, it is something that can be developed.
Leaders who are also mentors can bring effective outcome sake effective mentorship a priority when creating goals since your team looks up to you for coaching, counseling, and assistance. Make a growth plan. Try working with your team and think about ways they can achieve their goals. This should be backed up by regular feedback and advice after meetings in order to help them in the long run. Becoming a good mentor is all about showing your team that you care about their personal development by taking the time to listen to them and present them with new opportunities to challenge them.
People with followers are leaders. But have you ever wondered what makes a “good leader”? The answer is pretty simple; people with the skills that make others want to follow them are good leaders. When it comes to developing this skill in an organization, all that you would require is proper guidance combined with experience.
Creating a leadership strategy requires a “systems approach” in order to identify the qualifications and caliber of leaders needed across the organization.
In case you’re wondering what exactly a “systems approach” means- all you would need to know is that it is a simple approach based on the generalization that everything is interrelated and interdependent. A system is composed of related and dependent elements which when in interaction, forms a unitary whole.
In addition, this strategy will also include a thorough review of the leadership competencies required to support the organization's culture and desired leadership style.
Each organization has its own nuances. However, the following general framework always provides organizations with the best results:
You can start by asking yourself a few questions. What would be the biggest challenge your organization would have to overcome in the upcoming years? What are your goals or visions for the organization? What keeps you up at night?
Once you have the answer to these questions, you will be able to accordingly plan out a strategy that works best for you and your organization.
You can try reading annual reports and any business strategy documentation you can get your hands on, to create a solid foundation. Once you have done that, you could then conduct a round of executive interviews. Have conversations with every member in the executive team, either in groups or individually. This is also a really good way to build credibility and relationships, especially if you are a newbie to your organization.
This step involves creating a vision statement. A vision statement is an aspirational description of what the team would like to achieve or accomplish in the future. The purpose of a vision statement is to serve as a clear guide for choosing current and future courses of action. Organizations tend to normally jump right in without crossing this step from their checklist. This can be disastrous for the plain reason being- having a clear vision can give a team direction and inspiration, without which the team would be lost and have almost no idea as to where they are heading.
Along with creating a vision statement, you might also want to consider preparing a mission statement. A mission statement simply describes what you do, for who you do it, and how you plan on doing it. This even helps in putting a boundary around your team's activities , simultaneously guiding their day-to-day direction.
Organizations often tend to neglect important components of a leadership development strategy , one of them being- creation and tracking of critical metrics. Developing suitable measures and coming up with the right action plan is undoubtedly one of the most important of these components. Keep in mind that this can get a little tricky, but not impossible.
Coming up with an action plan can help you turn your visions into reality, and increase efficiency and accountability within an organization. An action plan is something that describes the way your organization will meet its objectives through detailed action steps that describe how and when these steps will be taken.
This step is essential in order to make modifications and ask for commitment, involvement, and resources.
It is very crucial to monitor against your action plan in order to ensure the quality of actions that are taking place; the key is to evaluate the effectiveness of the solutions you wish to implement against the agreed targets and performance indicators.
For example- absenteeism, reports of interpersonal conflict, and so on. Accordingly, you can always make further decisions about further action or data gathering, if required.
Leadership development programmes have numerous advantages. The key, though, is to establish a development programme that is tailored to the organization's culture and attempts to close leadership gaps. Organizations today are searching for people who can not only lead, but also foster emerging leaders who can contribute to the organization's objectives.
Here are a few of the main benefits leadership development programs offer:
The main challenge as identified above is that conventional leadership development practices are rudimentary and superficial. For effective leadership development, organizations need to leverage behavioural change agents which can adapt to the personality of upcoming leaders and subtly promote the right behaviour and practices.
The idea is to switch to solutions which focus on personalized leadership development with behavioural nudges. Put simply, this involves calibrating the best leadership practices to match the professional goals as well as strengths and weaknesses of the individual. Following this personalization, individuals gradually receive soft nudges to alter their behaviour in a way that will promote both their professional development and wellbeing as well as leadership capabilities.
Such nudges are often found on platforms like SuperBeings and are based on people sciences and analytics. Their focus is not only short term leadership abilities, but rather, long term holistic transformation based on habit building. Invariably, they offer bite sized coaching nudges to enable prospective leaders form productive habits and work smarter, and in the way augment their leadership potential.
Thus, organizations today need to break out of the conventional practices that are yielding ineffective leaders to adopt new age practices which work on the individual leadership fabric. The approach should not be bombarding the prospective leaders with best industry practices and expect them to absorb them instantly. Rather, give them time and the right tools to transform the way they work, live and lead.
To reinvent the wheel, it is important to understand the challenges and gaps in the existing leadership development practices. To begin with, most leadership development practices have a one size approach which seldom takes in the different personality types that potential leaders possess. Invariably, the effectiveness is low because it is not customized to the needs of the learners. Generally, it becomes more of a tick in the box than effective leadership development.
Secondly, most organizations rely upon age-old learning management systems which further dilute leadership development. The entire focus is on theoretical learning and teaching with little or no exposure to practical application and coaching. Subsequently, this results in breeding ineffective leaders who are unable to drive confidence in their teams and command respect and credibility.
Leadership is said to be an innate characteristic that cannot be learned. However, in order to be a great professional or businessperson, we must be good leaders and work at evoking the underlying leadership traits that we all possess, even if we aren't aware of it. And the only way to solve this is to create a development strategy.
Sufficient investment, the ability to apply learning effectively, the availability of role models, efficient use of technology, and a programme intended for continuous learning are some of the most important factors to success when developing existing and aspiring leaders.
Keep in mind that it is vital to think about your audience and the programme objective from the outset if you want to design leadership programmes that produce optimal results.
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If you are trying to design a continuous and comprehensive performance management system, you would know the importance of conducting a 360 degree feedback. However, to make this exercise most effective, you need to go beyond simply involving everyone in the process to getting the process right — most importantly asking the right feedback questions to each stakeholder. This article will focus on how to write 360 feedback questions that create maximum organizational impact.
Let us quickly start by understanding what you must include in your 360 feedback questions to make it more effective.
Without wasting any time, let’s dive into the 10 tips that can help you in writing excellent and effective 360 feedback questions.
Keep the language easy to understand and avoid using technical jargon. Make sure everyone is able to gauge the same meaning of the question and the focus is not lost in translation.
Keep adding the questions list for your next 360 degree feedback to your records throughout the year.
Since 360 feedback should focus on all aspects of an employee, if you add questions at different times, they will be more relevant
Ensure that the questions don’t have an inherent bias or don’t push or influence the respondent to answer in a specific manner. Make sure that the questions can have varied options as answers and not a singular focus because that’s what you want as a result. Furthermore, the questions should not create a bias in the mind of the reader of any kind.
Focus on one specific attribute or competency for each question. Don’t try to include everything in a single question to keep the number of 360 feedback questions low. You will end up receiving responses for only a part of the question and it will confuse the respondent too. For instance, if you want to talk about collaboration, do not couple it with factors like leadership skills or problem solving.
Before you start framing the questions, identify the key competencies that are most important for your organization as well as the role. Competencies could include communication, innovation, strategic thinking, etc.
Make sure that as a whole, all the questions cover all aspects you want to gauge the employee on from an organizational and functional role perspective. However, don’t overstuff too many competencies, keep them relevant to the employee in question. For instance, a person in sales may not need a question on technology knowledge as a part of 360 feedback questions.
In addition to being specific, be clear on what you wish to gauge or understand with every question you ask. For instance, a question on whether or not the employee pays heed to the opinion of others can help understand the level of active listening and a spirit of inclusion.
You need to have a fair balance between open ended and close ended questions.
A very long or complicated process is likely to reduce participation and defeat the purpose. Therefore, keep the count of 360 feedback questions to a maximum of 30-40 and make it very easy to participate and complete the same. Preferably, disseminate it through your existing communication/ collaboration tools.
Finally, make sure that the questions are framed in a way that is simple to evaluate. Too complex evaluations might take too much time and delay the action and execution, leading to reduced faith and impact on 360 degree feedback.
To ensure that your questions are relevant and specific, you can start with writing 360 feedback questions for different situations and contexts. Put simply, in this section, we will focus on what you should be asking and when. It will also help you in picking the right questions for the right employees, instead of bombarding everyone with the same questions.
These questions will help you understand what your team members think about the overall management at your organization and the effectiveness of specific team leadership.
These questions can help you understand the level of communication efficiency in your organization to ensure there is no gap between intention and execution.
Use these questions to identify and nurture employees that show leadership potential to build an effective succession pipeline.
These questions can help you understand how committed your employees are towards the organization, which will impact their level of engagement and quality of work.
You can leverage these questions when you wish to understand which employees are quick to think on their feet and will be able to address problems/ challenges that might come their way.
These questions can help you gauge the level of alignment between what your organization stands for and the core values/ beliefs of your employees.
Focus on these questions when you want to understand how well your employees are able to connect with their peers and other stakeholders.
These final set of questions can help you gauge how efficiently the employees are able to get work done. This points to the presence of the right skills to utilize resources in the best way possible.
To keep the entire survey with 360 degree feedback questions interesting and engaging, you can experiment with different question formats and templates. While some of your questions can have simple Yes/No answers, some can have multiple choices along with room for providing open ended answers as well. Here is an easy to follow template you can leverage.
Key competency: Strategic decision making
Top line: The employee/ subject name is able to
Open ended questions
Once you roll out the survey with your 360 feedback questions and receive the answers, you need to analyze the responses to come up with a final report and plan of action. However, any response analysis is subject to biases and other factors which might put the validity and reliability of the report into question. Fortunately, you can leverage these following practices to eliminate such instances:
Before concluding this article, we would like to discuss the top 8 questions that most managers have when it comes to 360 degree feedback, highlighting concerns they may be having.
Highlight how the performance and feedback on the performance of others is likely to have an impact on their performance too. Make them believe they can be an integral part of the growth journey for their team members.
Make the feedback anonymous to prevent sugar coating. At the same time, do not rely upon a single review as the ultimate feedback for any employee. Analyze at least 2-3 feedback responses for each employee to get the real picture.
3. How to make the process time effective?
Leverage technology platforms to roll out the surveys and collect responses. Furthermore, you can rely on the NLP sentiment analysis to gauge insights from open ended questions in addition to trend generation based on quantitative questions.
Check out how SuperBeings can help you conduct seamless 360 degree feedback. Book a free demo today
Highlight the positive impact of participation as a whole. Make it an interesting part of the employee lifecycle. Provide employees designated time within their work schedule to provide feedback. Do not make it an added burden. Additionally, keep the process simple with not a lot of questions at once.
Depending on the nature of the organization you can decide on the level of anonymity. Facilitate anonymity will help you fetch greater and more authentic responses. However, sometimes, you might struggle with context in this case. Therefore, you should adopt an approach of flexible/ partial anonymity.
Create a business case for 360 degree feedback. Illustrate how it can lead to a better employee experience, strategic learning and development, greater employee retention and other aspects which can lead to better performance and productivity.
Ensure that your questions are neutral and don’t lead to a specific sentiment or response. For instance, if you want to gauge punctuality for an employee, don’t use statements like do you think the employee is always late to work, rather focus on how would you rate the punctuality and sense of time for the employee?
Try to conduct 360 feedback on a regular basis and not wait for the end of the year to ask all the questions. Maintain a cadence to gauge responses.
As we end this discussion, it is clear that if you want to write 360 feedback questions in an effective way — you need to adopt an all encompassing approach, taking into account the different aspects of employee attributes, performance, personality and behavior.
It is, therefore, ideal to leverage platforms like SuperBeings to help you roll out, gather and analyze the responses using NLP and automation for best results. You can leverage our best practices to not only get the questions right but to also enable your managers to facilitate employee development at the end of the process.
If interested, feel free to book a demo today. No initial commitment required.
In the recent years, there has been a lot of attention that is being given to employee feedback, performance reviews and evaluation as a part of the whole performance management system.
While a major focus has been to prepare managers to give feedback in a constructive and effective manner, paying attention to employee self evaluation is equally important. Knowing what self appraisal comments to use can play a major role in helping employees to effectively reflect and evaluate their performance and convey it effectively to the rest of the team.
The purposes of employee evaluation and performance review in general have been talked about time and again. However, self appraisal takes the process of evaluation at a very personal and individual level, leading to a more pronounced understanding of an employee’s performance. Some of the top benefits of employee self assessment include:
In the section above, we have talked about the purpose or the need of self evaluation mostly from the perspective of the employee. However, self appraisal, when done correctly, has equally compelling benefits for the team as well as managers. A quick snapshot is captured below:
With self appraisal, employees become active participants in their review and appraisal process, rather than simply being passive recipients. Consequently, they feel valued, motivated and the level of engagement increases. Furthermore, with greater engagement, levels of commitment, retention and productivity go up.
When employees take a step back to reflect on their performance with self appraisal, they become more receptive to diverse ideas. Put simply, in the absence of self reflection, they will have a hard time gauging where they need to improve. Consequently, they will be defensive when a manager or the team gives them feedback on the same. However, self evaluation will help them accept the gaps and be open to learning and growing.
When employees reflect on their performance and identify the development areas, they will don a problem solving hat on to accelerate their professional journey. Through the course of time, this problem solving attribute will become a part of their skill set which will benefit the team and the manager greatly.
As a result of greater alignment due to self reflection on the strengths and areas of development, teams will see a greater sense of accountability to bridge the gaps identified. Under conventional circumstances, performance improvement might be seen as just a tick in the box by employees. However, after self appraisal, employees truly acknowledge and accept the need to bridge those gaps and take greater ownership and accountability.
Now that you have an understanding of why self appraisal matters, let’s quickly look at how to make it most effective. If you are experimenting with self evaluation for the first time, it can be an overwhelming activity for your employees. It is human nature to feel uneasy when you’re expected to evaluate your own performance. However, if you provide your employees with some comments they can use for self evaluation as a starting point, you can make the journey easier for them.
Put simply, self appraisal comments are common statements that can be customized by your employees during the self evaluation process, especially, if they find themselves at a loss of words to describe their performance
These phrases are available for both strengths and areas of development to help employees paint a realistic picture of their performance. Here are the top 100 self appraisal phrases that you can use for different performance parameters.
Use these self phrases to reflect on your clarity of communication, willingness to listen to others, etc.
These self evaluation phrases reflect how reliable or dependable you are for your team members, especially under special circumstances.
Using these self appraisal phrases can help indicate how invested or engaged you are in taking ownership of work without being asked to at times.
Similar Read: 150+ performance review phrases for managers
The following self appraisal comments are important to help review your performance on the basis of how punctual and attentive you are.
Use these self evaluation phrases when you want to highlight your strengths/ areas of improvement of working with the team, your collaboration skills, etc.
Creativity self appraisal comments can help you in reflecting on how effectively you are able to come up with novel and innovative solutions to challenges and new ideas to augment the impact and value created.
The following phrase can create a picture of your quality of work and how much attention you pay while undertaking a particular task during your self reflection process.
You can use these self appraisal comments to illustrate how well you understand what is expected out of you and how well you are able to deliver on the same.
Customer satisfaction self evaluation performance phrases help gauge how effectively you are able to address customer requests or complaints that leads to a higher Net Promoter Score, brand credibility, etc.
Finally, these self-appraisal comments can help you highlight your growth plans towards your professional development and impact on the organization.
With a broad understanding of the more than 100+ self appraisal comments that you can use as a part of your self evaluation process, let’s move to this concluding section. Here, we will focus on sharing a few templates that employees can use to articulate their performance in an effective manner.
The self evaluation phrases mentioned above can be added at the right places in these templates to give a holistic picture of one’s performance. A few things to focus on include:
In the last <performance period>, I have successfully <activity/ initiative undertaken> which led to <tangible impact (metrics)> for the organization.
My focus was on <a detailed view of everything that was done> which resulted in <accomplishments>.
Overall, I believe that I have been able to create an impact by achieving <top 3 achievements> and seek to amplify the same in the future.
I believe that the last <performance period> has been full of learning and development for me.
While I was able to <quick snapshot of achievements>, I acknowledge that I need to pay attention to <areas of improvement>.
I believe that this focus will help me <intended outcome for improvement>.
Towards this, I will ensure that I consistently work towards <improvement plan (courses, behavioral changes)> to achieve <SMART goal>.
That said, self appraisal is an extremely crucial step of performance review. As a manager you must encourage your team members to provide honest reflection on their performance without being afraid of any negative consequences. Apart from providing the self appraisal comments mentioned above, you can also use assessment tools to make self appraisal a common practice within the organization.
Holistic performance reviews are integral for any organization that seeks to create a high performance culture. However, the nature of performance appraisals has undergone significant transformation with a focus on 360 feedback and review.
One of the key pillars for the same is employee self assessment and self appraisal. Through the course of this article, we will share with you why self assessment is important and how you, as a manager, can help your employees get it right to facilitate maximum impact.
As the name suggests, employee self assessment or self reflection is the practice or process where employees reflect on and assess their performance over a period of time to identify accomplishments, development areas and other performance aspects
The aim of self assessment is to get the employees’ view of their performance and add the information and data to manager and peer feedback. This can enable organizations to get a holistic understanding of the employee performance and gauge the overall contribution, some of which might be invisible from a macro view. Here are a few reasons why employee self assessment as a tool for performance review makes sense for growing organization:
With the rise of continuous performance management and regular review and appraisal, your self assessment process should follow a similar approach.
Instead of pushing employees to assess and reflect on their performance at the end of the year, you should encourage them to conduct regular self assessment
On one hand, regular and continuous performance linked self appraisal by employees will ensure that no part of their performance goes unnoticed. On the other hand, it will constantly give them a chance to reflect on their performance and improve on the development areas on the go, instead of waiting for the year end. Invariably, they will embark on the path of development and improvement at an accelerated pace.
Here, if you leverage employee pulse surveys which are short and frequent in nature, you can ensure consistent and continuous self reflection from employees. With as frequent as one question a day, you can encourage your employees to build a culture of performance-oriented self assessment.
With self assessment and reflection being a fairly new practice to performance management, many organizations and employees struggle with getting it right.
While some believe that employees might see it as a chance to explain their bad performance, others believe that it might end up biasing the manager’s perspective.
However, when done right, employee self assessment can be an extremely powerful tool to facilitate a high performance culture. Here are a few tips to get your employees conduct performance self assessment the right way:
Encourage your employees to be open and honest. Employees must not see self assessment as a place for self aggrandizing in the hope of a better rating, rather an honest assessment of one’s performance.
For self evaluation to be effective, your employees need to reflect on their performance without the worry of being penalized for identifying areas of development and improvement
It is important to not see self assessment as the sole foundation for promotions and appraisals, but rather as a journey towards growth.
Next, persuade your employees to reflect on their OKR performance. The idea is not only to assess what has been achieved with OKR grading. It should also include reflections from OKRs about the possible enablers and blockers to further refine them for the next performance period. The employee must be guided to reflect on what helped achieve the OKRs and what other support is required as well as what he or she would personally like to work towards.
Download: Free OKR grading template
Third, when self assessing for performance review, employees must incorporate feedback from their conversations with managers and peers. If your organization has a culture of regular 1:1s, this will be very easy for your workforce. The idea here is to motivate your employees to reflect on what feedback they have been able to gauge and whether or not according to them their performance is a reflection of the same. 360 degree feedback can also be a helpful tool for employees to understand all aspects of their performance.
Factors like what did the manager praise about their performance or what did a coworker thank them for are very important for self assessment.
Finally, as a part of performance review self assessment, employees need to reflect on the challenges and opportunities, both internal and external. Internally, they need to assess their attributes, skill sets and aspirations and align them with the expectations to gauge their level of performance. Similarly, external factors like resources, team support and their impact on performance needs to be documented.
When you share these above mentioned tips with your team members, they are bound to ask questions about the best practices for writing or filling up self assessment surveys in the most effective way. We have you covered for that as well. Here are a few quick tips to help your employees write effective self assessment:
If you look at these best practices closely, you will realize that the key to writing effective self assessment also lies in the questions that you ask.
Simply asking an open ended question like reflecting on your performance will seldom yield any substantial responses, mainly because your team members will struggle with starting their answers
Therefore, we have compiled a list of questions and potential answer prompts/ templates to help you make self assessment a part of your performance review process effectively.
Ensuring impact with self assessment is not only dependent on your team members. There are several ways in which managers of an organization can help build a culture of effective self evaluation.
Create an open culture where employee self reflection does not become the sole tool to penalize or promote employees, see it as an extended glimpse of performance
As we come to an end, it is clear that employee self assessments are an integral part of performance reviews and if conducted in the right manner have the potential to drive a high performing culture. However, we understand that administering and facilitating participation for self assessment can be daunting, especially for a growing organization.
Fortunately, custom pulse surveys by SuperBeings with automated sending and reminders, along with NLP based sentiment analysis can take care of the same for you. If interested, book a free demo today to learn more.