15Five Guard Bureau pleased with the open communication

15Five

Regardless of office, no matter the environment, the usual office problems always seem to occur.
Disagreements. Employee incredible feeling. Whatever the problems , if not treated, an office can bring the ground floor. Productivity may decrease, while the turnover increases if the intervention is taken.

Enter 15Five.

Recently profiled Inc. , a start-up in San Francisco in 2011 by founder David Hassell and goals started to come up with a creative twist on the evaluation system for staff to solve many of these potential problems.

Best known for its weekly survey 15Five model provides customizable product surveys or 15 minutes for the staff to evaluate all aspects of your business as well as other air their feelings. O The list of 1000, and the company's other clients include start-ups and new parody site The Onion, Warby Parker eyewear manufacturer and the American Red Cross.

Questions such as "What are the challenges?" Or "Where are you stuck?" It is proposed to consider the employees for their ideas. starting conversations , they hope, can produce a resolution, or at least start the dialogue. This is also designed so that employees know that your boss listens and cares about their opinion , even if they do not exist at all times.

From there, administrators get the results and consider each request individually. Estimates 15Five each test lasting about five minutes, with some managers say invest more.

This helped problems, large and small to solve. In the case of onions, according Inc., brought 15Five surveys available to employees for light snacks healthier in the office . Within days, healthy snacks were for the employees. On a deeper level, revealed that they plan employees to leave the company. Answering questions in a timely manner the employee feels heard and decided to stay.

It is too early to say whether the proverbial 15Five reinvented the wheel when it comes to comments and office communication. What is clear so far is that the 15Five approach has paid most of the companies involved, according remained Inc. employees on board and the morale appears to be high. If used properly, the system can respond immediately dynamic managers to hear their workforce without help, much in the everyday work.