Dear Colleagues,
Because the results of the Engagement Survey 2021 highlighted your need for feedback and right to speak, and as stated in our communication of 14 November 2022, we invite you today to discover the UPWARD FEEDBACK, which allows you to share your opinion on your management !
TRUST and RESPECT are the building blocks of your relationship with your (functional – if applicable) Manager.
Coupled with our company culture #bettertogether, this (confidential) feedback survey invites you, as (in)direct report, to speak up and give feedback on several management aspects of your (functional) Manager. This process is not mandatory.
We believe that TRUST -one of the 6 behaviors that BESIX Group wants to promote within the company- is one of the keys to create a safe work environment.
How does it work ?
- The deadline is 12 December 2022, but we recommend doing it asap. It doesn’t take a lot of time.
- The Upward feedback consists in answering a few open and closed questions in Metrilio.
- Attached you will find a short manual on how to proceed in Metrilio. If you are a Manager, you will also have to do a self-evaluation in your own profile, so you will be able to compare your point of view with the results provided by your team.
- Each of you has the opportunity to provide feedback on the way your Manager acts in the workplace and interacts with you and others.
- Each question is linked with the behaviors of our company culture and can easily be answered by using the star rating.
- Note that this process is anonymous. At the end, your Manager will be able to access graphics summarizing the results and read the answers to the open questions. The written answers are mixed, so it will not be possible to identify who has written what. The last question is a confidential box towards the People Department, if you would like to share something with us. It can never be seen by the Manager.
- ! Note that if you are the only (in)direct report, this means the results visible to your Manager will be yours! We still wanted to give everyone the opportunity to participate but if you don’t feel comfortable, there is no obligation. This process is not mandatory and your People Department remains available if you want to share your feedback in another way.
What will it be used for?
Thanks to your feedback we will be able to better understand how our management is perceived within our departments/sites/entities.
The Managers themselves will have the opportunity to see how they are perceived and on which topics they could improve. This could then be discussed with the teams and/or with their own Manager during the one-to-one discussions beginning 2023 with the Evaluation process. Specific training - coaching – on topics which could be improved could then be requested.
You are an (in)direct report and a (functional) manager
You will be able to evaluate your Manager but you may also be evaluated!
This exercise is an opportunity to start discussions with your people and team on the behaviors/topics you could improve as a leader.
There is not a good or bad report… it will not be part of the evaluation process.
It is a real opportunity to take a step back to understand how to become better and to identify the expectations of your teams, expectations that are sometimes not expressed clearly enough.
In conclusion
By offering our People a way to express themselves we want to create a trustworthy and safe working environment.
Thank you all for your commitment, your time and your feedback!
Another way to be #bettertogether 😉
Your People Department