Feedback is Fundamental
Your unique perspective provides insight into what could be even better at ER2! Sharing your observations with your fellow team members, leaders and company can lead to better communication, stronger teams and a more successful organization overall. So don’t hold back! Let’s make ER2 the best it can be!
Organization Feedback
Wellbeing Survey - Quarterly in BambooHR
This survey poses rotating questions within the following categories: happiness, personal motivators, company motivators and relationships.
Gemba Meetings - Bi-Weekly Meetings
These meetings are a great time to bring up fixing what bugs you in your day-to-day processes and collaborate on a solution. To ensure meetings stay on track, please note that these meetings are not for discussing company policy or voicing personal complaints.
Anonymous Feedback - Anytime on the Team Site Footer
This is where you can give a suggestion, ask a question, voice a complaint or provide a compliment. All feedback is anonymous! (Unless you enter your name)
Check-Ins - Bi-Weekly or Monthly depending on role
These check-in meetings are meant to help your leader get a pulse for how you and your department are doing. If you ever have an organizational concern, your check-in is an appropriate time to discuss this with your leader.
peer Feedback
Anonymous Peer Feedback - Semiannually in BambooHR
This simple two question survey is your opportunity to anonymously share with your peers what they are doing really well and where they could improve. Review the Feedback Guidelines, if you have trouble wording your feedback.
Check-Ins - Bi-Weekly or Monthly depending on role
These check-in meetings are meant to help your leader get a pulse for how you and your department are doing. If you ever have a concern about a team member, your check-in is an appropriate time to discuss this with your leader. You can also request an off-schedule 1 on 1 with your leader at ANY time.
Conflict Resolution Procedure - Available 24/7
Steps for resolving a conflict with your leader or peer.
Shoutouts - Available on our Team Site 24/7
This is a page on our team site where you can celebrate your teammates’ wins and thank them publicly for all that they do.
leader Feedback
Leader Feedback in BambooHR - Semiannually
This survey is sent to you from BambooHR twice a year (in January and July) as an opportunity to give feedback on what your leader does well and how they could improve. Please provide honest and constructive feedback. Review the Tips for Giving & Receiving Feedback for tips on phrasing your comments.
Check-Ins - Bi-Weekly or Monthly depending on role
These check-in meetings are meant to help your leader get a pulse for how you are doing. This is a great time to share your ideas and concerns and to help your leader understand how they can better support you.
Conflict Resolution Procedure - Available 24/7
Steps for resolving a conflict with your leader or peer.
Shoutouts - Available on our Team Site 24/7
This is a page on our team site where you can celebrate your leaders’ wins and thank them publicly for all that they do.
Conflict Resolution
If you are ever uncomfortable, please don't wait to speak up.
The MOST important thing is that you feel safe.
With a leader
-
Approach your leader directly with your concern; don’t wait.
-
If you absolutely don't feel comfortable doing this face-to-face, share your thoughts in an email, but understand that your leader will discuss with you in person afterward.
-
If you need support in the process, schedule a time to chat with HR.
-
If you feel you absolutely need support in the process: schedule a time to chat with HR
-
HR will then schedule a mediation with you and your leader
-
If you don’t want to talk to HR either, or if you tried that and didn’t like the outcome, schedule a time with Chris Ko
With a peer
-
As long as there is no potential for aggression, please try approaching the team member yourself first.
-
Explain what's bothering you and your ideas for mutual resolution.
-
If you feel that you’ve been the target of harassment, explain to the person that their behavior is unacceptable and ask them to stop.
-
No resolution - Involve your leader and determine a plan together.
-
Still no resolution and/or escalation is necessary due to severity of behavior - Contact HR.
When to contact hr
Whether you personally experience any of the following or witness the behavior below, please don’t wait to report what happened to HR. Even if you aren't sure if you should report it, send your leader and HR (HR@er2.com) an email explaining your experience. It's always better to have a record of what's occurred in case the situation escalates.
any form of harassment:
This includes sexual, physical and/or verbal harassment from anyone to anyone (third parties should also report it, if observed).
suspicion of theft:
This could be theft of supply items, team member lunches & more.
gross misconduct:
Intoxication (whether from alcohol or drugs), indecent behaviour, sabotage, and serious breaches of health and safety rules.
offensive behavior:
Offensive behaviour (such as discrimination, harassment, bullying, abuse and violence)
