Voice of Employee

[Vishwadeep Khatri]

Q 775. How can Business Excellence leverage Voice of Employee? What challenges might hinder gathering actionable employee insights? Discuss strategies to overcome these challenges. Elaborate with an example where a project was identified using Voice of Employee.

 

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[Vikas Choudhary]

How to Leverage VOE for Business Excellence

BE is a function of efficiency, employee involvement, and continuous improvement. BE teams can leverage Voice of Employee (VOE) to:

1. Identify Process Pain Points: Employees know best what is broken and inefficient about the way work is done every day.
2. Enhance Employee Experience: Acting on VOE helps reduce friction, improve tools, and boost morale and retention.
3. Focus on Improvement Initiatives: VOE helps to pinpoint high-opportunity targets along strategic lines.
4. Foster change management: People are far more willing to buy into change when they feel heard.

 

Ways to Cope With / Overcome Challenges

1. Guarantee Anonymity and Psychological Safety: Employ anonymous or third party tools to ensure honest feedbacks
2. Multi Channel Collection: Integrate survey + focus groups + pulse polls + exit interviews + chatbots + townhalls.
3. Leverage NLP & Text Analytics: Machine learning techniques to analyze open-text for sentiment, keyword patterns, and trends.
4. Close the Feedback Loop: Communicate what action has been taken in response to feedback – “You said, we did” to build trust.
5. Company KPI linked: Map the VOE analysis with business KPIs (productivity, retention, error rate) to focus on.
6. Build a VOE Governance Framework: Frequency, accountability, escalation, and reviews by your leaders.

Voice of Employee Provided Example Project

Context:

 

One of the world’s largest BPOs observed that attrition was increasing in a specific customer support desk. VoE and townhall output showed that agents were also frustrated with too much manual documentation and an over-abundance of tools.

 

Identified VOE Themes:

• “I spend more time documenting than I do fixing things.”
• “We have three systems in place to record one customer call.”
• “No time is left for upskilling or taking breaks.”

 

Business Excellence Intervention:

Project Kickoff: Simplifying the Process with RPA and UI Rationalization

Actions Taken:

• Facilitated Value Stream Mapping with front-line staff.
• Deployed RPA bots to populate call notes with CRM data.
• Merged three legacy apps into a single portal by using Power Apps.

Outcome:

• 40% reduction in after-call work.
• Employee satisfaction (eNPS) improved by 23 points.
• Attrition dropped by 17% in Q2.

Final Thought
VOE is not only a task for an HR department—it is a business strategy for achieving Business Excellence. If VOE is done in a systematic manner, it can be a source of creativity, efficiency, and adaptability in the organization.

[Ankur Singh]

Leveraging VoE for Business Excellence - In may experience employees of large organisation get too many surveys that are VOEs. For BE, it must be designed in a way taht employees are encouraged to share Continuous Improvement ideas, Business Pain points, Employee pain points, Bottlenecks or inefficiencies, etc.  A reward can be helpful for most contributions from individuals.

 

Challenges -  Survey insights are mostly feelings/sentiment based. Data to back these statements are lacking. Respnse Rates are poor, and often there is too much Noise in data.

 

Overcoming Challenges - To improvise VoE we must ensure leaders champion the initiative, offer support to employees, protect anonymity, Share regular updates with employess on their feedback, Use data/text mining to identify trends. Most importnatly Recognize who contribute regularly and signifincantly to the excercise.

[Ashok N]

How Business Excellence Can Leverage Voice of Employee

To Identify Process Improvement possibilities
To enhance Employee Engagement
To Align Strategies with Operational Reality
To Support Change Management

 

Challenges

 

Lack of trust/confidentiality concerns

Poor survey/question design

Feedback fatigue

 

Strategies to overcome Challenges

Build Trust through Anonymity and Transparency
Use Mixed-Methods Approaches
Design Feedback Mechanisms Thoughtfully

Close the Loop

Integrate voice of employee with Business Metrics

[Saliou]

In this topic, I'll draw on my personnal experience in my company where several experiences have been tested.

The first one was to form working groups to propose topics on identified problems and find solutions. Every six months, the three best topics were awarded prizes.
The second was to set up idea nests where employees can submit ideas, which are then sorted and prioritized.
One of the latest initiatives is intrapreneurship, where employees can propose innovation or renovation projects of new product.
All of these initiatives raise questions among employees about the objectivity of the winners' choices, which can be subjective, which is why some employees prefer not to participate anymore.
These questions and concerns can be easily addressed through artificial intelligence by implementing an AI Agent to collect, structure, and classify ideas by relevance.

[A.Kumar]

Voice of employee (VoE) refers to process of collecting, analyzing and acting on employee feedback to improve employee engagement, productivity and work place culture. It ensures employees feels valued, empowered leading to higher retention and organization success.

 

Few component of VoE:

Feedback collection: Through survey, suggestion box, open house and one to one discussion

Data analysis: Identification of trends, concerns, opportunities for improvement, identification of pain areas and bottle necks.

Implementation and follow up: Implementation of changes, communication with employee

 

Example to understand the challenges and how it can be resolved:

Low participation of employee for feedback, disengagement due to time constraints (to overcome we need to keep survey short and concise, clear communication about the purpose, offering incentives, survey through multiple channels)

Lack of honest feedback: Employee withhold concerns due to fear of backlash (can be overcome by using third party to ensure anonymity)

Vague feedback/ no follow up on feedback: Setting clear time lines, publicize progress

 

Feedback/survey submission should be easy, safe and rewarding. Questions need to be clear and concise.

 

By prioritizing VoE, organization foster a culture of continuous improvement and employee friendly workspace.

[Giridarasanmugaraja]

Scenario:

 

The beverage company faces frequent stoppages, which lead to production loss and variation in the bottle quantity (overfilled or underfilled), which leads to increased production waste and customer complaints.

 

To eliminate this problem and customer complaints, the operation improvements team approached line operators and maintenance technicians and discussed the problems and listed the causes, such as

 

1. The operator frequently identified that jams were caused by worn guide rails and sensor misalignment in the packaging line.

2. By listing out the machine health check parameters, they found that many bearings in the conveyor section are noisy and vibrating, which may lead to breakdown, and some of the filler nozzles are also clogged because the nozzles get dribbling and vibrating after a certain cycle of usage, which causes the sticky residue in the filling nozzle.

3. Maintenance technicians suggest increasing the lubrication cycles for the specific area where the wear and tear parts are high and changing the filler nozzle before it starts dribbling and servicing it in a timely manner.

 

From the suggestions from the operators and technicians, they decided to implement the action points in the production line as

1. Major problems are caused because of the minor issues in the production line, so the operator gets well trained in machine maintenance, such as routine machine checklists, cleaning, and lubrication, and any minor alignment can be done by the line operators. This will reduce the downtime, and by training them, it can be fixed without maintenance team interference for the minor issues that they face during running production.

2. Preventive maintenance and replacement will be the solution to address this issue by developing a schedule for proactive replacement for high-wear parts like conveyor bearings and filler nozzles before they fail, based on operator/technician recommendations.

3. Increase the frequency of regular sensor calibration and replace the faulty ones, which will eliminate the wastage and improve the productivity.

 

From this scenario, business excellence leverages the voice of the employee (operators and technicians) by getting feedback from them about the process issues, solutions to rectify the issues, and improvements to be done in the process to avoid the challenges in future operations.

 

Challenges hinder gathering actionable employee insights;

1. Fear of speaking up—in some cases, they don't trust their boss or feel sometimes their honesty could lead to negative consequences.

2. Continuous collection of data or feedback from employees, but not using it.

 

Strategies to overcome these challenges:

1. Build Trust: Use anonymous surveys or suggestion boxes so employees feel safe. When action is taken based on employee suggestion or input, reveal it to the employee and thank them; it will build employee confidence.

2. Regular Feedbacks on Action points: Once you get the feedback, assign someone to review and look into it and update the employee on a regular interval basis on what is being done with their feedback.

[conan saha]

Employees being the frontline users in any given process, Voice of Employee (VoE) is a very useful tool for the Business Excellence Team. Here are some of the key areas where it can help –

 

1.)    Identifying Process Improvement Opportunities – Employees have a higher visibility of broken processes, system issues. Additionally, overtime employees develop best practices based on their exposure to the process which can benefit the entire process if successfully replicated.

2.)    Employee Engagement and Retention – Ensuring employees are heard and their suggestions are evaluated for implementation in a transparent manner, can improve employee engagement and retention.

Challenges in gathering VoE –

1.)    Lack of structured VoE framework

2.)    Lack of trust and fear or retaliation among employees

3.)    Failure to act on the suggestions

4.)    Effectiveness of action items – It can be challenging to identify actionable insights from the VoE data

5.)    Resistance from management (supervisors, managers, etc) - Ensuring the feedback is viewed as an improvement opportunity vs criticism by all leadership stakeholders.

Best Strategies –

1.)    Create a structured framework in place with a clear RACI for all stakeholders and a proper governance structure.

2.)    Building a culture of trust, ensuring anonymity of the surveys, promoting leadership buy-in and commitment.

3.)    Publishing action items and implementation status with the employees

4.)    Manager training and accountability

 

Example –

Here is an example from one of the previous organizations –

A VoE program was designed for an 300 FTE process to identify employee pain points. Feedback was collected and a structured manner, action items were created and progress of implementation was regularly published, below was are the benefits which were realized –

 

1.)    26 validated process improvement ideas (Themes – AHT improvement, Quality Improvement, Automation)

2.)    20% reduction in EWS

3.)    8% reduction in attrition

[Sharma Deepika]

Business Excellence focuses on continuous improvement, operational efficiency, and value creation across the organization. 
Voice of Employee (VoE) is a powerful input that BE teams can use to:

* Identify Operational Pain Points
* Drive Bottom-Up Innovation
* Improve Engagement
* Prioritize Projects

 

challenges --

* Lack of trust
* Low Participation Rates
* Unstructured Feedback
 

[Mayank Gupta]

This question could easily have become a HR related question

 

Glad that we were able to stear away from that and there are some very good answers as to how VoE can be leveraged for business excellence initiatives. The best answer is from Vikas Choudhary.

[Vatsala Muthukumaraswamy]

Business Excellence (BE) frameworks such as EFQM, Malcolm Baldrige, and Lean Six Sigma rely on ongoing feedback loops to enhance processes and foster cultural change. While the Voice of Customer (VoC) is often emphasized, the Voice of Employee (VoE) provides crucial insights into internal operational health, workplace culture, and potential for innovation.

 

Here are ways BE can utilize VoE:

• Identify daily challenges faced by employees that management may overlook
• Detect inefficiencies or risks in workflows that impact productivity, compliance, or customer satisfaction
• Gather innovative ideas and solutions from employees for continuous improvement
• Measure metrics related to culture and engagement that impact operational effectiveness
• Validate the success of previous process improvements and uncover any unintended effects

However, there are challenges that can impede the effective capture of employee insights:

- Fear of retaliation or being ignored can lead employees to withhold honest feedback
- A lack of structured feedback mechanisms results in ad hoc insights that are hard to analyze and act upon
- Data overload without prioritization means too many issues are raised without focusing on the most critical ones
- Disconnected leadership follow-up can make employees feel that their feedback is not leading to visible changes
- Feedback fatigue occurs when repeated surveys yield no noticeable outcomes, causing disengagement.

 

The following strategies can be used to overcome these challenges:
- To combat fear of speaking up, create anonymous and confidential channels and foster a culture of trust
- To establish structured mechanisms, incorporate VoE into Lean huddles, Kaizen events, and digital platforms
- To manage data overload, use Pareto analysis, affinity diagrams, and impact-effort grids to prioritize feedback
- To ensure leadership follow-up is connected, visibly close the feedback loop with ‘You said, we did’ dashboards
- To reduce feedback fatigue, time surveys appropriately and communicate how employee input has led to changes.

 

In a case study involving a diagnostic imaging center, front desk staff and radiology technicians reported in VoE surveys those patients experienced excessive wait times for MRIs, even with scheduled appointments.

The reasons included:
- The scheduling staff overbooked without considering for machine downtime or emergencies
- Incomplete patient preparation information leading to rescheduling
- Radiologist report sign-off delays resulting in backlogs

 

 To leverage VoE, the following actions were taken:
- Conducted process mapping with frontline staff
- Analyzed scheduling logs against actual patient flow
- Used Ishikawa diagrams to find the root causes

 

VoE insights revealed:
- A lack of coordination between scheduling and on-floor operations
- Incomplete pre-visit patient instructions causing delays

 

Project Identified

A Lean DMAIC Project titled: “Improving Patient Flow and Reducing Wait Times for MRI Services” led to the following improvements:
- Implemented pre-visit patient readiness checklists and automated SMS reminders
- Developed real-time scheduling dashboards accessible to front desk and imaging teams

-Designated MRI slots for emergencies only to avoid overbooking

 

Results showed significant improvements:
- Average patient wait time decreased from 50 minutes to 22 minutes
- No-show/reschedule rate dropped from 14% to 6%
- Staff satisfaction increased by 31%

 

Key Takeaway:
Without VoE, management would have assumed that equipment downtime was the primary issue, but staff insights revealed the true operational challenges.

 

Summary

The Voice of Employee is not merely about satisfaction. It is a valuable resource for continuous improvement. When integrated with structured Business Excellence tools like DMAIC, Kaizen, or Lean Six Sigma, VoE-driven initiatives consistently enhance both operational efficiency and employee engagement gains.

 

[Pratish Deshpande]

Business Excellence leverages Voice of Employee (VoE) to identify process pain points, improve engagement, and drive innovation. It ensures that employee insights shape continuous improvement initiatives.

Challenges include lack of trust, poor feedback mechanisms, and data not being translated into action.

Strategies: Use anonymous surveys, regular open forums, and transparent follow-ups to build trust and show responsiveness.

Example: In a shared services center, VoE feedback highlighted frustration over repetitive manual approvals. This led to a successful automation project that reduced approval time by 60%.

[Sumit Kumar Saha]

Voice of Employee (VoE) is a strategic approach that help organizations to better understand their employees. It represents the collective voice of individuals within the company, providing a window into how employees see their work environment, leadership, communication, workload, and overall engagement.  

 

Objectives of VoE:

VoE acts as a bridge between employees and management which enables alignment of employee needs and organizational goals. The key objectives of VoE programme are

a)         Foster a transparent and inclusive environment: When employees feel heard and valued, they are more likely to remain committed, motivated, and aligned with the organization’s mission.

b)        Identify improvement areas in leadership, culture, and processes: By actively listening to employees, organizations can identify underlying issues such as dissatisfaction with management, lack of growth opportunities, burnout, or biasness in the workplace.

c)         Boost employee morale and retention: Addressing the identified issues will help to improve employee morale and productivity but also reduces turnover and attracts top talent.

 

Key Elements of VoE:

a)        Surveys & Polls: Regular employee engagement or pulse surveys to collect insights.

b)        Feedback Mechanisms: Anonymous suggestion boxes, open forums, or digital platforms.

c)        One-on-One Meetings: Direct conversations between employees and managers.

d)        Exit Interviews: Insights from employees leaving the organization.

e)        Employee Resource Groups (ERGs): Forums for specific communities within the workplace.

 

Tools Used for VoE: Organizations often use various tools and methods for VoE. Employee engagement surveys, pulse checks, focus groups, town hall meetings, and digital feedback platforms are different ways to gather employee’ insights, feelings, and feedback. These channels give employees the freedom to express their thoughts, which is essential for promoting honesty and psychological safety. In addition to formal tools, informal feedback mechanisms like open-door policies, team retrospectives, 360° feedback also play a vital role in collecting authentic employee opinions.

Examples: Qualtrics, Glint, SurveyMonkey, Officevibe, are few employees survey tools.

 

Role of Employees in VoE

Employees being the primary source of feedback, ideas, and observations within an organization, they play critical role in VoE. Their active participation in surveys, suggestion systems, one-on-one meetings, and feedback forums allows management to understand what’s truly happening at the ground level. Employees must share their honest opinions on different aspects of the workplace. It helps the organization to identify challenges and highlight areas that need improvement.

Furthermore, employees play a role in driving change by not just giving feedback, but also suggesting solutions. For example, if a team member feels a process is inefficient, they might propose a better method during a team meeting. In this way, employees act not only as observers but also as contributors for improvement. Their role becomes even more valuable when they participate in co-creating a better workplace culture.

 

Real-world implementations of VoE and their success stories across various well-known organizations.

1.    Google – “Googlegeist” Survey

Google conducts an annual internal employee survey called Googlegeist, where employees rate everything from leadership to work-life balance. The results are used by managers to create targeted action plans. For instance, if a team reports low psychological safety, initiatives like open feedback sessions or training workshops are introduced.

2.    Microsoft – Continuous Listening System

Microsoft shifted from annual surveys to continuous listening using short, frequent pulse surveys and employee sentiment tracking tools. It helped Microsoft respond in real-time, especially during the pandemic. Feedback led to changes in remote work flexibility and the introduction of well-being days.

3.    Accenture – Employee Experience Platform (N-th Degree)

Accenture uses a platform to capture VoE data from over 500,000 employees globally, collecting feedback on inclusion, performance, and growth. Insights from the platform led to major diversity and inclusion improvements and helped design career paths better suited to employee strengths and interests.

4.    Airbnb – “Ground Control” Culture Team

Airbnb created a team called Ground Control to manage employee experience and culture. They use VoE from exit interviews, regular check-ins, and surveys to adapt policies. Based on employee feedback, Airbnb introduced more flexible roles, increased focus on mental health, and reshaped team structures to boost collaboration.

5.    Adobe – Check-In System

Adobe eliminated formal annual performance reviews and introduced “Check-Ins”, a frequent feedback and dialogue system driven by VoE principles. Employee feedback showed that annual reviews caused stress and lacked flexibility. The new system led to improved manager-employee relationships and higher engagement.

6.    Unilever – AI-Powered Feedback

Unilever uses AI tools to analyze employee feedback from surveys, collaboration tools (like MS Teams), and even anonymized sentiment from internal forums. This allowed them to pick up on silent stress signals during COVID-19 lockdowns and increase support resources in vulnerable regions.

7.    Cisco – Feedback to Drive Inclusion

Cisco uses real-time VoE tools and anonymous pulse surveys to gauge employee sentiment on diversity, equity, and inclusion (DEI). The data helped identify underrepresented voices and informed new DEI initiatives, mentorship programs, and changes in leadership behaviour.

[Mohammed Jaffer]

 

At a large flour milling company in South Korea, with multiple mills across Busan and Incheon, the leadership team had a strong Lean culture, but they wanted to better connect frontline employee feedback (VoE) to their Business Excellence program. Operators had been mentioning issues related to frequent stoppages at pneumatic conveyors that transported flour from roller mills to packing silos. However, their comments were typically informal, mentioned during shift meetings or captured inconsistently in maintenance logs.

The Business Excellence team launched an initiative to formalize Voice of Employee (VoE) capture using a digital suggestion platform combined with AI-powered text analytics. Over six weeks, the AI tool analyzed thousands of free-text comments from operators, technicians, and maintenance staff across five mills. The AI identified that over 40% of employee concerns referenced "air pressure drops," "line chokes," and "product carryover"—an emerging systemic issue.

Based on this VoE insight, the LSS team chartered a DMAIC project focused on reducing conveyor downtime. In the Measure phase, they combined manual observations with AI-based real-time monitoring of compressed air systems and ML-driven predictive analytics to analyze historical data on air flow, temperature, and line pressure fluctuations.

The Analyze phase revealed two key findings:

1. Incorrect setting of valve timings during shift changes led to inefficient air pulsing and blockages.

2. Micro-leaks in older pneumatic pipes caused unstable pressure levels, particularly during peak shifts.

In the Improve phase, they implemented AI-driven predictive maintenance for air compressors and piping and used AI to simulate optimized valve sequencing. Operators were trained in the new standard work, and VoE collection remained active during the rollout to gather real-time feedback.

 

Results:

• Line stoppages due to pneumatic failures reduced by 72%

• Energy consumption of air compressors reduced by 18%

• Operator satisfaction increased, as the project visibly addressed their top concern.

• The Control phase included an AI-powered dashboard showing air system performance and flagging anomalies early keeping operators and management aligned.

[Swarandeep Kaur Juneja]

Organizations can drive business excellence by actively seeking and acting on employee feedback. This approach enables companies to:

- Understand employee experiences and perceptions
- Identify opportunities for improvement and growth
- Foster a culture of engagement and continuous improvement
- Make informed decisions that drive business outcomes

Common Challenges in Gathering Employee Insights

Several obstacles can hinder the effective gathering of employee insights, including:

- Employee skepticism: Employees may be reluctant to provide feedback if they doubt its impact or fear repercussions.
- Survey overload: Excessive surveying can lead to decreased participation and lower quality feedback.
- Data interpretation: Effectively analyzing and interpreting feedback data can be a challenge.
- Follow-through: Failing to act on employee feedback can erode trust and engagement.

Strategies for Success

To overcome these challenges, organizations can:

- Guarantee confidentiality: Ensure employees feel comfortable sharing their honest opinions.
- Use targeted surveys: Conduct regular, focused surveys to gather feedback and minimize survey fatigue.
- Leverage analytics tools: Utilize technology to streamline data collection, analysis, and reporting.
- Communicate outcomes: Share changes and actions taken in response to employee feedback to demonstrate a commitment to improvement.

A Practical Example

A manufacturing company used employee feedback to identify inefficiencies in their production process. Employees highlighted the need for automation to reduce manual data entry errors. In response, the company implemented an automated system, resulting in improved productivity and data accuracy. This initiative not only enhanced business outcomes but also boosted employee morale and engagement.

By prioritizing employee feedback and addressing common challenges, organizations can drive business excellence and achieve their goals.

[Jess Balmaceda]

How can Business Excellence leverage Voice of Employee?

Business Excellence has a framework that serve as tool to provide holistic organizational diagnosis to identify its key strengths and opportunities for improvement in order to achieve the organization’s desired outcome.

 

Business Excellence framework is commonly composed of 7 drivers namely - leadership, customer, strategy, people, process, knowledge, and results. One of the attributes of an excellent organization is Valuing People and Partners. Valuing people and partners means to create a culture of empowerment where employees are highly skilled and deliver high performing result. Organizations must build strong partnership for shared ownership and achievement of its strategic goals.

 

Cultivating a culture of employee empowerment demands attentively hearing employees through their collected voice or Voice of the Employee (VoE). The VoE grants an invaluable understanding of the workforce’s travails, cares, and ambitions. Tailoring improvements in response to VoE discussions cultivates psychological safety and care. A supported staff translates to optimized operations and outcomes.

 

What challenges might hinder gathering actionable employee insights?

-        People agenda is not part of organization’s strategic focus.

-        Lack of channel/s to capture Voice of Employee.

-        Lack of trust by employee to organization, where people are disengaged.

-        Voice of Employee was collected in the past but there was no analysis and action taken to address concerns.

-        Leadership’s lack of political will and genuine thrust to ensure that all employees respond to pulse surveys, focus group discussions, townhalls, etc.

 

Discuss strategies to overcome these challenges. Elaborate with an example where a project was identified using Voice of Employee.

 

The tone from the top is an important factor to keep employee engagement active. People agenda must be part of the organization’s overall strategic focus. An organization’s People Strategy may be in the tune of Home of Personal Growth, Hire and Admire, Employer of Choice, and World-Class Talent Magnet.

 

In order to fulfill People Strategy, it should be espoused with appropriate channels to capture Voice of Employee such as annual/bi-annual pulse surveys where leaders actively encourage employee to response. Survey results should be bounded by anonymity to build employee trust and result has to published and actioned.

 

Furthermore, to put structure and accountability, Pulse Survey Response rate should form part of leadership’s KPI.

 

In 2018, a department who does customer due diligence experienced an attrition rate of 23% YoY, where employee expertise on process and global regulatory requirements were crucial. Onboarding of new employees took 9 weeks of classroom training and 2 more months practical training. This lengthy capability building plus high attrition rate has been department’s pain point.

 

There were focus group discussions (FGD) and Exit Interview at that time, unfortunately, no one did deliberate action to study the information and data available out of these channels.

 

A project was initiated to reduce the attrition rate. Root cause analysis revealed that employees were dissatisfied by way their performance was subjectively rated, while promotions were on the basis of favoritism.

 

The solution made this subjective performance appraisal and promotion via favoritism reduced the attrition rate from 23% YoY to 14% YoY. A Scorecard system was developed by the project team with selected employees consulted to capture their perspective and foster co-ownership.

[Ruchi Chopra]

 

 

Leveraging Voice of Employee

Employees voice is a feedback or view point based on their experience working in an organization.  They work, day in and day out very closely in the business and so they understand the process shortcomings and the areas of opportunity or possibility of failure at a granular level. They identify workplace issues and know what they need best to succeed. When an employee feels heard, they feel more valued and more likely to become brand ambassador

By embracing their perceptive, companies access knowledge for custom enhancements. Engagement and satisfaction increase of a heard employee. Tailoring improvements in response to voice of employee cultivates psychological safety and care among the staff members. A supported staff translates to optimized operations and outcomes.

With multiple different perspectives, organization become more insightful and better equipped to plan strategically and future-proof organisation with new, efficient and innovative solutions.

 

Neglecting employees’ input risks disengagement, turnover, and productivity/profitability impacts. on contrary, leveraging voice of the employee fosters an aligned, invested team contributing to the organizational goals.

There are various methods to take Voice of employees. Organization can send surveys, put the suggestion box in office premises, create helpdesk, there can be skip meeting and HR connects to know employees view point, there can be focus group or team wise ambassador to gather voice of employee and their view point, open forums in townhalls to address queries and take feedback/suggestions.

 

 Challenges that might hinder gathering actionable employee insights and how to overcome them

 

1.      Unsurety of suggestion taken positively – Employee might feel that there can be a push back or rejection for his suggestion. he might feel that his idea might not be taken up seriously or might be criticised. to overcome this challenge the employee and employer relation needs to be healthy so that employee feels respected and supported to share this view point. he should not fear the consequence of sharing his viewpoint and there should not be any fear or humiliation. Managers also need to provide response to employee politely with honest feedback gracefully

 

2.      Hierarchy/designation impact- Employees may feel that they have little or no influence over the decisions that affect their work and well-being, and that their voice is ignored by their superiors who take the final decision. Managers/superiors may feel that they have the authority and expertise to make the best and final decisions for the organization. they do not feel a necessity to involve their sub ordinates. To overcome this challenge, companies need to adopt a participative approach, where employees are involved in identifying, analysing, and solving problems that impact their work. Managers also need delegating work, and support their subordinates to make them self-sufficient to empower their employees. Acknowledging and timely appreciating the contribution make them feel valued and recognized in their work area

 

3.      Lack of clear two-way Communication

Employees may not know ways to share their views or opinions or they may not have the confidence to do it effectively. Managers may not listen to, understand, or acknowledge the employee feedback, or they may not communicate the outcomes or actions taken as a result of it. To overcome this challenge, organizations need to establish clear and accessible channels and mechanisms for employee voice, such as surveys, focus groups, suggestion boxes, or forums. Managers also need to improve their communication skills by asking questions, listening actively, summarizing key points, providing feedback, and following up on employee input.\

 

4.      Diversity and inclusion

Another challenge is the diversity and inclusion of employees in the workplace. Employees may have different backgrounds, experiences, perspectives, and preferences that influence their voice and how they express it. Managers may have biases, stereotypes, or assumptions that affect how they perceive and respond to employee feedback. To overcome this challenge, organizations need to foster a culture of diversity and inclusion, where employees are valued for their uniqueness and differences, and where they have equal opportunities and access to voice their views. Managers also need to be aware of their own biases and prejudices, and to seek out and appreciate diverse voices in the organization.

 

 

An example where a project was identified using Voice of Employee

 

Employee’s biggest requirement is to upskill themselves to sustain and grow in their career. Companies usually expect their employees to work from 40 to 48 hours a week. this is core BAU activities delivery from employees. However, their learning, training and development is a core part for them to deliver better. One of the observations & feedback received from employee in an organization was on learning and development. though company do provide certain specific instructor led trainings. however, the opportunity is availed basis the planned training date and time. Also, there is capping to the participants in session in such sessions. Also, during as there as regular or frequent practice to devote the learning and development time, sometimes when the opportunity via an IJP the employee ends up missing to elevate his role and grade due to lack of such skills

 

Survey was done to collate VOE and it was identified that a regular opportunity and dedicated time is needed for the employees to upgrade their skill set on the regular basis. Second there should be more open platform for the employees to participant and indulge in same to enhance their learnings.

 

Basis the above challenges and identified opportunities, company partnered with Linked in for employees to opt for more and free learning opportunities. Second, every employee’s calendar was blocked for 2 hours per week for training and development which gives them sufficient opportunity to pick one course from linked in and go through it to enhance their learnings. Lastly, learning and development was included as an annual goal for every employee and minimum 30 hours of annual learning was compulsory for every employee so that they can learn, elevate their skill in different areas and scale up to different grades and roles

 

[Nidhi Somani]

Imagine a workplace where employee feel invisible, decision-making is done without their input & communication flows in one direction.  Employee voice is ability for employee to Share their idea, feedback and concerns to have input considered in decision making.

Encouraging to share their idea, opinions and concerns created a feedback positive culture that benefits both the Employee & Employer.

Advantages of VoE:

Ø  Transparency & Trust

Ø  Driving Innovation

Ø  Reducing Employee turnover

Ø  Support Effective change management

Ø  Positive workplace culture

 

While VoE brings lots of benefits, it essential to consider the challenges it can present. . Establishing effective employee voice systems requires time, effort, and resources. Resistance may come from employees hesitant to speak out due to fear of repercussions or from managers uncertain about how to process and act on feedback.

Ø  Conflicts

Ø  Slower decision making

Ø  Managerial Overload

Ø  Misuse of Feedback Channels.

 

After the exploration of the pros & Cons of Employee voice, it is important to consider ho best to support Employees in the workplace to ensure they feel heard & valued. Its powerful tool when integrated Systematically. It requires trust building, listeaning mechanism & Visible action.

 

Nidhi